DISC® for Leadership Teams

Communication clarity is the start. Team cohesion and business execution is the result.

DISC is widely used to improve communication and teamwork. Most workshops do that through interactive exercises and discussion — useful, but often disconnected from how the business actually runs.

Stage 5 uses DISC differently.

We apply DISC inside the real work of a leadership team: how decisions get made, how conflict gets handled, how priorities get set, and how execution actually happens across business functions.

This is not an assessment-only offering. We only deliver DISC in a facilitated leadership team session because the value comes from team application — not just a stack of attractive and interesting charts and profile overviews.

Lets talk about DISC for your team

The Stage 5 DISC Format

Most DISC workshops are training sessions. This is a working session. We use DISC to calibrate how your leadership team actually operates.

Before the Session

We methodically review individual profile results and the team composite. We align with the sponsor on the real friction points — growth strain, cross-functional tension, decision delays, escalation patterns, leadership transitions. The session is built around your reality.

During the Half-Day Session

We apply DISC directly to how your team runs the business.

We examine:

How decisions get made — and where they stall
How conflict shows up — and how it’s handled
How pace and risk are interpreted across leaders
Where communication breaks down under pressure

Then we lock in clear behavioral adjustments. Not personality insight. Operating improvements.

After the Session

You leave with:

Agreed communication norms
Clear conflict expectations
Decision alignment commitments
Defined follow-through standards

Simple. Direct. Usable immediately.

DISC is the tool. Stronger team performance is the outcome.

What This Engagement Is Designed to Create

DISC is about communication style — but at the leadership level, it goes deeper than that.

This session enables leaders to genuinely understand one another’s preferred styles, pace, triggers, motivations, and pressure responses. Not in theory — in practical, day-to-day terms. Leaders learn:

Who wants direct answers and who needs context
Who pushes for speed and who pushes for certainty
Who interprets intensity as urgency — and who interprets it as conflict
What triggers defensive reactions
What builds trust with each person

Once those patterns are visible, something important happens. Friction stops being personal. The team can surface it, name it, and often even laugh at it — because it’s no longer about character. It’s about style. From there, the work becomes constructive:

How do we meet each other in the middle?
How do we adjust under pressure?
How do we communicate in ways that land clearly?

The result is a leadership team that operates with greater cohesion, mutual respect, and fluid coordination. Conversations move faster. Tension resolves earlier. Leaders anticipate each other’s needs. The team starts to function like a well-oiled machine — not because everyone is the same, but because everyone understands their differences.

That’s the shift a Stage 5 facilitated DISC engagement will provide.

Why this is different

Most DISC workshops are designed to be broadly applicable across industries, roles, and organizational levels. That’s by design. The product is built for scale.

Stage 5 is different for one reason: operator application.

This work is led by someone who has run businesses, led turnarounds, integrated acquisitions, carried a P&L, and lived the cost of poor alignment. The session isn’t designed around personality profile exercises. It’s designed around how leadership teams actually make decisions, handle pressure, and deliver results in the world they operate in.

DISC is not the product. Your team performance is.

Next steps

If you’re evaluating DISC for your leadership team, we’ll start with a short conversation to determine:

what you want to improve (not just “do DISC”)
whether DISC is the right tool for that
and how to apply it so it produces operational impact

Set up a DISC discovery call

Frequently Asked Questions

Do you offer DISC assessments without a workshop?

No. Stage 5 only delivers DISC as part of a facilitated leadership team session. The assessment alone creates awareness and is interesting, but not overly applicable in every day work. The value comes from applying the insight to how the team communicates, makes decisions, and handles conflict. If you’re looking for assessment-only distribution, we are not the right provider.

How long is the DISC workshop?

DISC for Leadership Teams is delivered as a structured and interactive half-day session (approximately 3.5–4 hours). The time is focused on application to real business dynamics — not theory review.

Can DISC be delivered virtually?

Yes. Sessions can be delivered onsite or virtually. Onsite sessions are often more effective for teams working through live alignment issues, but both formats work.

How many participants is this designed for?

DISC for Leadership Teams is most effective with 6–15 participants. This allows for full team dialogue while maintaining focus and productivity.

What outcomes should we expect?

Leadership teams typically leave with:

Clear understanding of behavioral differences
Reduced personalization of conflict
Agreed communication adjustments
Defined norms for decision-making and escalation
Immediate commitments tied to business priorities

The objective is a more cohesive management team that operates more effectively.

Is this appropriate for executive teams?

Yes. DISC is particularly effective with executive and director-level teams when applied to decision-making, conflict management, cross-functional coordination, and communication under pressure. It is positioned as a leadership performance tool — not personality training.

When is DISC not the right tool?

DISC may not be sufficient if the core issue is structural — unclear strategy, undefined roles, compensation misalignment, or broader organizational design challenges.

In those cases, DISC can be a starting point, but additional leadership or operating work may be required.

How does DISC connect to FORGE™?

DISC often serves as an entry point into FORGE™ Individual or Team Coaching engagements. It creates shared visibility that makes deeper leadership development more focused and measurable.

DISC provides clarity.
FORGE builds capability.

DISC® for Leadership Teams

Communication clarity is the start. Team cohesion and business execution is the result.

Lets talk about DISC for your team

The Stage 5 DISC Format

Before the Session

During the Half-Day Session

After the Session

What This Engagement Is Designed to Create

Why this is different

Next steps

Frequently Asked Questions

Next Steps

“We had used DISC before, but it never changed how we managed our teams or worked with each other. Stage 5 applied it to real leadership dynamics — decision-making, escalation, and conflict. It wasn’t just another training. It made a difference in our culture and our team's performance.”

“As a professional services firm, our leadership team is strong individually, but we were feeling tension as we grew. Stage 5 didn’t just walk us through profiles. They tied DISC directly to how we make partner-level decisions and manage under pressure. The team aligned like never before.

DISC® for Leadership Teams

Communication clarity is the start. Team cohesion and business execution is the result.

Lets talk about DISC for your team

The Stage 5 DISC Format

Before the Session

During the Half-Day Session

After the Session

What This Engagement Is Designed to Create

Why this is different

Next steps

Frequently Asked Questions

Next Steps

“We had used DISC before, but it never changed how we managed our teams or worked with each other. Stage 5 applied it to real leadership dynamics — decision-making, escalation, and conflict. It wasn’t just another training. It made a difference in our culture and our team's performance.”

“As a professional services firm, our leadership team is strong individually, but we were feeling tension as we grew. Stage 5 didn’t just walk us through profiles. They tied DISC directly to how we make partner-level decisions and manage under pressure. The team aligned like never before.

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