Influencing a direct, dominant communicator
Do you work with someone who is assertive, results-driven, and “tells it like it is, even if it ruffles a few feathers”? Maybe they seem competitive, impatient or focused on the bottom line. They likely thrive on challenges, prefer to take charge and push forward with confidence, sometimes without much concern for details or processes.
Chances are good they’re a Dominance (D Style) Communicator, to use the language of the DiSC Personality Model, and by understanding their driving needs, you can influence them.
Whether they know it or not, many D Style communicators are concerned with:
Winning and Results – D Style individuals are always looking for the next win. They push hard to meet goals, overcome obstacles, and achieve measurable success. They thrive in competitive environments and prefer to focus on what moves the needle, eliminating anything they see as unnecessary.
Control and Autonomy – D Style individuals want to be in control of their own success. They dislike being micromanaged and prefer to make their own decisions quickly. They trust their instincts, take risks, and expect others to keep up with their pace and drive.
Respect and Authority – Being seen as competent, influential, and strong is critical to them. They have a deep need to assert their leadership and expect others to recognize their value. They resist situations where they feel they’re losing power or influence.
Here are three strategies to connect, motivate, delegate, give feedback, and otherwise influence your D Style colleagues:
Be Direct and Focus on Outcomes – D Style individuals don’t have time for lengthy explanations. Get straight to the point with clear objectives and how your proposal will deliver results. Skip unnecessary details and focus on the big picture and bottom-line impact.
Give Them A Sense of Control – D Styles excel when given autonomy and opportunities to tackle high-impact challenges. Delegate in a way that gives them ownership while aligning with your objectives. For example: “Before I share how I think we should handle this, I want to hear what you think is the best course of action?” Just make sure you’re checking in to guide them.
Frame Feedback as a Tool for Success – D Style individuals respond best to feedback when it’s framed as a way to improve performance and win, not as criticism. Keep it factual, results-oriented, and tied to their objectives. Avoid accusatory language and stay action-focused. A framing like “Can I share my perspective?” gives them the impression of control.
There’s a lot more to understanding and influencing the D Style. Learn more on our 4 Communication Styles page and with our AI Practice Chatbots.
