DISC
The DISC model is a behavioral assessment tool that categorizes people into four primary personality styles: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Each style has distinct priorities, motivations, and fears, which significantly affect how they cope with change.
Here's how to help people of each DISC style navigate change effectively:
1. Dominance (D) Style
"D" styles are direct, results-oriented, and confident. They are motivated by challenges, control, and progress, and their biggest fear is losing control or being taken advantage of.
What they struggle with during change:
- Loss of control or authority
- Perceived inefficiency or delays
- Being micromanaged
How to help them cope with change:
- Focus on the big picture: Explain the change in terms of results, goals, and competitive advantage. Show them how the change will help the organization win or be more efficient.
- Give them control and autonomy: Empower them by giving them specific, immediate tasks they can own and accomplish. Allow them to be involved in decision-making and problem-solving, as this reduces their feeling of a loss of control.
- Communicate directly and concisely: Get straight to the point. Provide clear, brief, and fact-based information. Avoid excessive details or emotional language, which they may perceive as a waste of time.
- Acknowledge their strengths: Recognize their drive and ability to push things forward. Ask for their input on how to implement the change quickly and effectively.
2. Influence (I) Style
"I" styles are enthusiastic, optimistic, and sociable. They are motivated by social recognition, collaboration, and excitement, and their biggest fear is social rejection or losing influence.
What they struggle with:
- Feeling excluded or unheard
- Boring, rigid processes
- Emotional pushback or lack of connection
How to help them cope with change:
- Share a positive vision with enthusiasm: Paint a compelling picture of the future. Focus on the exciting new opportunities, people, and experiences the change will bring.
- Involve them in the communication: Give them a role in inspiring and motivating others. They can be powerful communicators and early adopters who rally support for the change.
- Create opportunities for collaboration: Allow them to work with others on the change initiative. Create team activities, workshops, or forums where they can connect, share ideas, and feel a part of the group.
- Provide a plan for follow-through: While they are great at starting things, they can get sidetracked. Help them stay focused by providing a clear, structured plan and support for completing tasks.
3. Steadiness (S) Style
"S" styles are patient, loyal, and supportive. They are motivated by stability, security, and harmony, and their biggest fear is losing stability or creating conflict. They are often the most resistant to change because they value the status quo.
What they struggle with:
- ·Sudden or disruptive change
- ·Unclear expectations
- ·Emotional stress from others' tension
How to help them cope with change:
- Provide reassurance and support: Emphasize how the change will benefit the team and maintain stability in the long run. Show that you understand their concerns and are there to support them.
- Involve them early and often: Give them time to process the change. Bring them into the conversation early to allow them to get comfortable with the idea and voice their thoughts in a safe environment.
- Offer a clear, structured plan: Provide a detailed timeline and a step-by-step approach. This predictability reduces their anxiety about the unknown.
- Focus on the people aspect: Highlight how the change will benefit individuals and maintain team cohesion. Give them opportunities to work with and support their colleagues through the transition.
4. Conscientiousness (C) Style
"C" styles are analytical, detail-oriented, and cautious. They are motivated by accuracy, quality, and expertise, and their biggest fear is being wrong or making a mistake. They need data and logical justification to accept a change.
What they struggle with:
- Vague or illogical change
- Lack of clear data or structure
- Being forced to move too fast
How to help them cope with change:
- Provide reasons and proof for the change: Be prepared with facts, data, and a logical case for why the change is necessary. They need to understand the "how" and the "why" in great detail.
- Allow time for analysis: Do not pressure them for an immediate decision. Give them the necessary information and time to analyze it, ask questions, and ensure the plan is sound.
- Engage their expertise: Involve them in the planning and execution stages. Give them opportunities to critique the plan, identify potential flaws, and offer their expertise to improve the process.
- Use clear, objective communication: Keep discussions focused on facts, logic, and measurable outcomes. Avoid emotional or vague language. Follow up verbal communication with detailed written information.
Image credit: scl.cornell.edu
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Myers-Briggs Type Indicator (MBTI)
Coping with change is a highly individual process, and the Myers-Briggs Type Indicator (MBTI) provides a useful framework for understanding how each of the 16 personality types is likely to react. While individuals are not limited by their type, their core preferences often dictate their initial reactions and coping strategies.
Here is a breakdown of how each of the 16 MBTI types typically copes with change, organized by their dominant cognitive function.
The SJ Types (The Guardians)
These types are grounded in tradition and details. Change often feels like a disruption to their sense of security and order. They cope by seeking structure and clinging to what is familiar.
- ISTJ (The Inspector): They are highly resistant to change, as they rely on established procedures and facts. They cope by seeking a clear, logical, step-by-step plan for the new situation. They need details and a defined timeline to feel secure.
- ISFJ (The Protector): They are sensitive to how change will affect others and may resist it to maintain harmony. They cope by focusing on the people involved, ensuring everyone feels supported, and gathering information to create a new, stable routine for themselves and those they care about.
- ESTJ (The Director): They are not opposed to change if it is logical and efficient. They cope by taking charge, creating a new structure, and directing others to implement the change effectively. They need to see a clear purpose and a sensible plan.
- ESFJ (The Caregiver): They are concerned with the social impact of change. They cope by communicating with others, building consensus, and ensuring that no one is left behind. They are motivated to make the new situation as comfortable and positive for the group as possible.
The SP Types (The Artisans)
These types are spontaneous and adaptable. They are often the most comfortable with change, as they are energized by new experiences and possibilities. They cope by diving in and learning on the fly.
- ISTP (The Crafter): They are calm and adaptable, viewing change as a hands-on problem to be solved. They cope by detaching emotionally and analyzing the new situation to find practical solutions. They need independence to figure things out for themselves.
- ISFP (The Artist): They cope with change by aligning it with their personal values. They are flexible but will resist if the change conflicts with their inner world or disrupts their artistic freedom. They need a sense of authenticity and space to adapt at their own pace.
- ESTP (The Persuader): They embrace change as an exciting new adventure. They cope by taking immediate action and focusing on the immediate opportunities the new situation presents. They are natural troubleshooters who thrive on a fast-paced environment.
- ESFP (The Entertainer): They are spontaneous and live in the moment, making them highly adaptable. They cope by finding the fun and excitement in the new situation and bringing others along. They need social interaction and new experiences to stay engaged.
The NF Types (The Idealists)
These types are driven by values and intuition. They are concerned with the big picture and the human potential of change. They cope by exploring possibilities and seeking a deeper meaning in the transition.
- INFP (The Mediator): They are adaptable in a flexible environment but may struggle if the change clashes with their deeply held values. They cope by seeking a deeper personal meaning in the transition and need time for quiet reflection to process their feelings.
- INFJ (The Advocate): They are open to change if they believe in the vision, but they require a clear understanding of the long-term impact. They cope by envisioning the future and preparing for it, but they need to process the change emotionally and often internally before acting.
- ENFP (The Champion): They are energized by the possibilities that change brings. They cope by generating new ideas, brainstorming with others, and exploring all the potential outcomes. They need freedom and creativity to feel engaged.
- ENFJ (The Giver): They are deeply concerned with how change affects people. They cope by facilitating communication, mediating conflicts, and ensuring everyone feels included. They take on a leadership role to help others transition smoothly.
The NT Types (The Rationalists)
These types are logical and strategic. They are motivated by intellectual challenges and are often the initiators of change. They cope by analyzing the system and creating a strategic plan.
- INTJ (The Architect): They are a master of strategic change. They cope by logically analyzing the situation, creating a comprehensive plan, and focusing on the long-term goals. They are not afraid of change but need to understand the underlying logic and purpose.
- INTP (The Thinker): They are intellectually curious and will approach change as a new puzzle to solve. They cope by detaching emotionally and analyzing the change to find a logical, efficient way forward. They need time and space to think through the complexities on their own.
- ENTJ (The Commander): They are natural leaders who embrace change as an opportunity for growth and improvement. They cope by creating a new system, delegating tasks, and pushing for quick, effective implementation. They need to be in control of the process.
- ENTP (The Debater): They thrive on new ideas and challenges. They cope with change by brainstorming possibilities and engaging in intellectual debates about the best way forward. They are energized by the novelty and the chance to innovate.
The image file on the left is from Earlyyears.TV
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Enneagram
The Enneagram is a powerful system for understanding personality and motivation, categorizing people into nine core types. Each type has a distinct worldview, a core fear, and a basic desire that shapes how they perceive and respond to the world—including change.
Here’s a breakdown of how each Enneagram type typically views and reacts to change:
1. The Reformer (The Perfectionist)
- View of Change: Change is an opportunity for improvement. Ones are fundamentally motivated to make things better and to "do the right thing."
- Reaction to Change: They will be proponents of change if they believe it will lead to a more ethical, efficient, or orderly system. However, if the change is not well-thought-out, seems chaotic, or threatens to lower standards, they can become highly critical and resistant. They need to understand the logical justification and see a clear plan for implementation.
2. The Helper (The Giver)
- View of Change: Change is a potential threat to their relationships and their ability to be helpful. Their core fear is being unworthy of love, so they seek to be indispensable.
- Reaction to Change: They will often adapt to change if they see how it will benefit others or allow them to continue being supportive. They may, however, be resistant if they feel the change will disrupt their existing relationships or make them feel less needed. They need emotional reassurance and a clear understanding of how the change will impact the people they care about.
3. The Achiever (The Performer)
- View of Change: Change is an opportunity for growth, success, and recognition. Threes are adaptable and focused on achieving goals to feel valuable.
- Reaction to Change: They are often the first to jump on board with a change, especially if it presents a new challenge or a path to greater success and recognition. They are flexible and will quickly adapt to new roles or methods if it helps them maintain their image of competence. However, they may resist change that threatens their status, productivity, or a clear path to success.
4. The Individualist (The Romantic)
- View of Change: Change is a catalyst for self-discovery and deeper meaning. Fours are driven by a need to be unique and authentic.
- Reaction to Change: Their response can be complex. On one hand, they may welcome change as an opportunity for personal expression or to explore new emotions and experiences. On the other hand, they can resist it fiercely if it feels "inauthentic" or forces them to conform to something that diminishes their sense of self. They may also feel a sense of melancholy for what is being lost, even if they agree with the change.
5. The Investigator (The Observer)
- View of Change: Change is an intellectual puzzle that needs to be understood completely before action is taken. Fives need to conserve their resources, including time and energy, and fear being overwhelmed.
- Reaction to Change: Fives are typically the most withdrawn when faced with change. They will resist any pressure to act quickly and will not participate until they have gathered all the necessary information, analyzed it, and felt prepared. They need time and space to process the data, and they will want to know all the technical details, potential risks, and contingencies before moving forward.
6. The Loyalist (The Skeptic)
- View of Change: Change is a potential threat to their security and stability. Sixes are driven by a need for safety and are prone to anxiety and worst-case-scenario thinking.
- Reaction to Change: Sixes are often the most skeptical and resistant to change. They will question everything, identify potential problems, and seek out a consensus from a trusted authority or group. They need to feel reassured that the new plan is safe, has been thoroughly vetted, and that they have a support system in place. They can be either highly cautious or, in a counter-phobic response, jump into the change head-on to prove their courage.
7. The Enthusiast (The Adventurer)
- View of Change: Change is an exciting new adventure full of possibilities. Sevens are motivated by the pursuit of new experiences and are energized by novelty.
- Reaction to Change: Sevens are often the most enthusiastic about change. They see it as an opportunity for growth and will naturally brainstorm a multitude of creative ideas. Their main challenge is staying focused on the plan and not getting distracted by new, "shiny objects" along the way. They need to be given flexibility and a sense of freedom within the new structure to prevent them from becoming restless and disengaging.
8. The Challenger (The Leader)
- View of Change: Change is a challenge to be conquered or a threat to their control. Eights are motivated by a need for power and control over their environment, and they fear being controlled or harmed by others.
- Reaction to Change: Eights will either embrace a change and lead the charge or resist it fiercely if they feel it is being imposed upon them or if they believe it is a sign of weakness. They need to be involved in the process, given a position of influence, and empowered to make decisions. They respond best to direct, honest communication and will not tolerate what they see as manipulation.
9. The Peacemaker (The Mediator)
- View of Change: Change is a disruption of their inner peace and comfort. Nines are motivated by a desire for harmony and a dislike of conflict.
- Reaction to Change: Nines are often passively resistant to change. They will appear to go along with the new plan to avoid conflict, but internally they may shut down or drag their feet. Their main fear is being separated from their comfort and routine. They need to be given ample time to process the change, have their feelings acknowledged in a non-confrontational way, and be reassured that their input and comfort are still valued.
Image credit: Integrative9.com
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Points of You
Points of You® is a creative, photo-based coaching tool that helps individuals and teams explore perspectives, emotions, and insights through visual imagery, words, and structured dialogue. It's especially powerful in coaching people through change because it bypasses rational defenses and activates deep reflection, intuition, and conversation.
What Are Points of You Cards?
Each Points of You card includes:
- A photo (open to interpretation)
- A single word (emotion, concept, or theme)
- A story or reflection (in some editions)
These prompt spontaneous connections, emotional responses, and new thinking pathways—ideal for navigating change.
How to Use Points of You to Coach Through Change
1. Clarify Emotions Around Change
Use: Ask the client to draw a card randomly.
Prompt:
· “How does this image/word represent how you feel about the change?”
· “What’s surprising or familiar in this card?”
Purpose: Helps clients name hidden emotions (fear, excitement, resistance) that they might not express directly.
2. Identify Inner Resistance
Use: Invite the client to select a card that doesn't sit well with them.
Prompt:
· “What part of this change does this card remind you of?”
· “What does your reaction tell you about what you're holding onto?”
Purpose: Surfaces unconscious blocks, limiting beliefs, or past experiences affecting the present.
3. Explore New Perspectives
Use: Present 3 random cards.
Prompt:
· “What does each card say about a different way to look at this situation?”
· “Which one offers a fresh possibility?”
Purpose: Encourages flexibility in mindset and widens the lens beyond their current narrative.
4. Visualize the Path Forward
Use: Lay out cards representing:
· Past (where you came from)
· Present (where you are)
· Future (where you're going)
Prompt:
· “How do these stages of your journey look and feel?”
· “What does the future card invite you to do?”
Purpose: Supports storytelling, closure, and constructive future planning.
5. Create Action Through Metaphor
Use: Pick a card as a metaphor for action.
Prompt:
· “If this card were a step forward, what would it be?”
· “What would this image/word look like in real life?”
Purpose: Connects inner insight to tangible next steps.
For Group or Team Coaching During Change
· Team Check-in: Each member picks a card to describe their reaction to the change. Share and discuss.
· Collective Visioning: Teams co-create a story using selected cards to imagine success after change.
· Conflict Navigation: Use contrasting cards to explore differing views empathetically.
Image credit: https://points-of-you.es/
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