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Cindy and Martha give valuable insight into sales success with DISC

Sales Strategy Using DISC

This session centered on improving sales by matching communication styles with clients’ DISC profiles to build rapport and close deals effectively.

• Adapting Sales Style to Prospect’s DISC Profile
• Identifying DISC Styles through Communication Cues
• Distinct Sales Approaches for Each DISC Type

Post-Sale Service Tailored to DISC

Sales success extends into post-sale follow-up, which must also align with the client’s DISC style to maintain trust and satisfaction.

• Customized Follow-Up Strategies per DISC Profile
• Importance of Connection in Closing and Retention

Common Sales Pitfalls by DISC Type

Understanding typical mistakes sellers make helps avoid losing clients and improves sales effectiveness.

• Dominant Sellers’ Pitfalls
• Influence Sellers’ Pitfalls
• Steady Sellers’ Pitfalls
• Conscientious Sellers’ Pitfalls

Overall Sales Philosophy and Key Takeaways

The session concluded with reflections on effective sales communication and mindset shifts needed for success.

• Awareness Over Script Perfection
• Asking for the Sale
• Building Trust is Central

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Change is inevitable in organizations — new systems, reorganizations, leadership shifts, and strategic pivots all bring disruption. But the real challenge isn’t the change itself; it’s how differently people respond to it. In this episode of the DISCy Chicks podcast, Cindy and Martha explore why one employee may be excited about change while another feels anxious or resistant, and how DISC personality styles shape those reactions.

The conversation breaks down how each DISC style experiences change. Dominance (D) types tend to welcome fast movement and clear goals, while Influence (I) personalities focus on how change affects people and morale. Steadiness (S) styles often need time and reassurance as they process uncertainty, and Conscientiousness (C) styles want logic, details, and risk analysis before embracing a new direction. Understanding these differences helps leaders avoid common mistakes like over-communicating to one style while unintentionally leaving others behind.

Cindy and Martha also share practical ways to communicate change more effectively using a DISC-smart approach. Leaders should combine big-picture vision with concrete details, address both emotional and analytical concerns, and continue the conversation well after the initial announcement. The episode closes with rapid-fire takeaways reminding listeners that resistance is often just unmet needs in disguise—and that successful change happens when leaders learn to translate their message into every DISC language.

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Our focus is on managing up by understanding your boss' DISC style to
improve communication and effectiveness.

Communication Tactics are important. Tailor communication strategies for each style: focus on brevity for a Dominant, acknowledgment for Influence as they all about relationships, calmness for Steady, and precision for Compliant.

Knowing your boss’s primary behavior style enables you to communicate more
effectively with them. For example, let's say you are a Steady and your boss is a
Dominant. These two styles are very different from one another. The differences can create communication issues between the two of you, if you don’t know about DISC and adapting your style to meet people where they are behaviorally.

Being keenly self-aware of the impact you have on other people in your life and
You will notice you are connecting and communicating well and getting things
accomplished at work and at home!

Watch the video on FaceBook: DISCyChicks Podcast

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Boardroom Communication Strategy

This podcast focuses on tailoring presentations to board members’ DISC styles to maximize engagement and approval.

• Cindy Jacoby and Martha Forlines recommend using a structured approach to pitching ideas by addressing the four DISC types—Dominant, Influencer, Steady, and Conscientious—ensuring each style’s priorities are met.
  • Dominants want quick decisions, results, and options framed as risk-reward tradeoffs.
  • Influencers respond to energetic, vision-driven messaging emphasizing buy-in and excitement.
  • Steadies seek assurances of team support and low disruption during change.
  • Conscientious members require detailed data, risk mitigation, and compliance evidence.
  • This approach balances brevity and depth, avoiding overwhelming any one style while engaging all.

Style by Style

Experienced executives often embody high dominance and expect confident, bottom-line presentations that highlight fast impact and competitive advantage.

• • Dominants prefer options with likelihood of success and cost implications clearly stated.
  • Risk-reward framing resonates strongly with them, guiding swift decisions.
  • They expect minimal storytelling but clear, actionable information.

Influencers value dynamic, relational messaging focused on team and customer excitement to secure buy-in during boardroom pitches.

• • Influencers want to visualize success with phrases like “our team is excited” or “this will boost our brand.”
  • Presenters must energize the room without boring more results-focused members.

Steady board members prioritize security, stability, and team impact, requiring reassurance about low-risk, smooth implementation.

• • Use phrases such as “low disruption implementation” and “support through change” to gain their support. They typically avoid conflict but will engage if they feel the change benefits the team.
  • They typically avoid conflict but will engage if they feel the change benefits the team.

Conscientious members are risk-averse and detail-oriented, demanding thorough preparation and evidence of compliance and risk mitigation (35:34)

• • They appreciate advanced access to materials for review before meetings.
  • Presenters must be ready to answer detailed questions but avoid overloading the entire group with data.
  • Demonstrating risk awareness and mitigation fosters their trust and buy-in.

Successful boardroom communication requires adapting styles to audience composition and not relying solely on one’s personal approach.

• Build mini-presentations addressing each DISC type’s key concerns within a 10-minute pitch.
• Practice presentations to confidently vary tone and content.

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DISCy Chicks are wrapping up Day 2—and the final day—of TTISI Con 2026! 🎤✨

Coaches and consultants from all over gathered in Arizona, and we couldn’t resist capturing the energy, insights, and wisdom in a round of spontaneous hallway interviews. This special short cast gives you a behind-the-scenes look at the conversations that matter where we tackle the most egregious myths about the DISC assessment.

Hit play and join us as we put our colleagues on the spot and close out an inspiring conference!

#DISCassessment

DISC Chicks Podcast with Video

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Listen in as Cindy and Martha explore Day 1 of the TTISICon 2026 in Phoenix,AZ. Enjoy their "man on the street" interview with some of their colleagues. Enjoy this short recap of Day !

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Can All Styles Effectively Lead ?

Let’s begin with the Dominant style. Their behavior tends to be more aggressive in pursuing results. So, they're all business, more command and control with their teams. They have high expectations of their team members and hold them accountable for delivering results.

Let’s talk about the Influence Style. They tend to be very relationship-oriented, motivational, and inspirational with their team. They show their support and affirm a job well done. Challenges for this style include underperforming team members. Remember, this influencer likes to keep the peace with its team members.

The Steady Style is also relationship-oriented and takes a more gentle approach to how they manage others. The steady leader is more soft spoken, even handed with how they manage their people. Having constructive conversations may be a challenge for the high steady leader; however, if they are motivated to please their boss, and achieve their goals, they can deal with difficult conversations in a very empathetic way.

We now have the high compliant leader to discuss. The compliant leader is very detail-oriented, with perfectionistic tendencies. They are good at setting very specific goals and expect their team to meet them. They have high expectations of themselves and transfer these expectations to their team members. Constructive conversations will likely be brief and to the point.

The DISCy Chicks agree that all styles can lead, understanding that each style leads differently!

!

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Hiring for skills is easy. But hiring for fit for your team, the job, and the culture of your company is more difficult. Using the DISC assessment can enable you to make better decisions to avoid the high cost of turnover for your business. Some of the mistakes in hiring the wrong person for the role are hiring people that are too much like you, , ignoring the candidates soft skills, and favoring your best friend's relatives!

The DISCy Chicks give you a quick review of DISC, for those of you joining for the first time. They also share the fact that the more diverse your DISC styles are on your team, the better. As each style approaches problem solving differently, which strengthens your team.

We always advocate hiring ethically, and each new person you hire will have their own strengths and weaknesses. We don't recommend you automatically give an assessment every candidate that applies. Once you have narrowed your selection to your top two to three people, then have them take the assessment. Prepare for your interviews, consider how this person will integrate into your team, and design how you will onboard them, with their behavior styles in mind.

We share tips on asking appropriate questions for each for the predominant behavior styles.

Hiring for fit is not about eliminating people, but building balance in your selection process. You will find that by using the DISC assessment you will complement skills with behaviors to strengthen your whole team.

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