company team building

The Conscientious Disc Personality Type and Its Role in Company Team Building

Creating a space where contrasting personalities can mesh well together is an integral part of company team building.  The personalities that work in your office aren’t going to change any time soon, so it’s up to your management team to help everyone make the necessary adjustments. Fortunately, Disc Assessments can be a great aid in this process.

company team buildingCompany Team Building And Disc Profiles

Simply put, a Disc Assessment is a tool designed to place each employee in a broad personality category. The following sections will focus on the ‘Conscientious’ personality style, but the key is facilitating productive relationships between all four types. Harmonious collaboration is the one thing you can’t do without. And it’s more important than ever in today’s corporate world of tight budgets and specialization.

The first step in using Disc profiles effectively is to grasp the details of each personality type. This understanding will lay the foundation for all the elements of your company team building that come after it. Continue reading to discover the role that the conscientious personality type can play in your long-term growth and success.

General Characteristics of The Conscientious Personality Type

Personality testing has proven remarkably accurate in predicting work behavior. In the case of the conscientious personality style, a disc profile can indicate certain attitudes and behavior patterns before they manifest in the workplace. This allows you to map out your approach to the conscientious personality type in advance, thus optimizing their levels of contentment, engagement, and productivity.

Here are the traits that the conscientious type tends to display in the workplace. In some ways, it’s all in the name. A conscientious type combines self-awareness with acceptance of others in pursuit of quality and consistency. As an extension, they prefer to work in a well-established framework that reflects their interactive style.

Conscientious types are usually perceived as tactful, precise, cautious, and systematic.  They enjoying gaining new knowledge and love to demonstrate their expertise on a subject.  When involved in a leadership role, they can sometimes be firm to the point of stubbornness.  And while they might think they’re simply being resolute, the conscientious type still needs to understand the importance of compromise.

Getting the Most Out of The Conscientious Personality Type

To manage the conscientious type properly, it helps to know their goals and motivations.  This personality type wants to make unique contributions that align perfectly with a project’s original goal.  They also want to be seen as diplomatic and cautious.

You’ll also need to know their typical areas of weakness.  The conscientious personality takes great pride in being accurate and independent, so they’re often afraid of being wrong and sometimes don’t respond well to criticism.  They also tend to overanalyze things and have trouble making quick decisions.

Conscientious types often have trouble delegating and can sometimes be excessively critical of others. Taken together, these difficulties can result in loneliness, isolation, and reduced productivity.

Lastly, you’ll need to understand the leadership qualities that conscientious types value most.  The conscientious type needs to have room to challenge assumptions.  They appreciate detailed explanations, a methodical approach, and want to know exactly what you expect from them in advance.

In the end, the conscientious type respects leaders who demonstrate competency, fair, objective reasoning, and true expertise.  Demonstrate these qualities in your dealings with the conscientious type and you’ll motivate them much more easily.

The conscientious personality style is a much-needed component of successful company team building. You always want to have a healthy mix of different personalities, but this type helps keep the office harmonious, stable, and productive. Adapt to such persons as need be, but provide appropriate counsel when they inevitably lapse into their problem areas.