Influence isn’t about power—it’s about connection.
The Future of Work has truly arrived, and in many organisations, hierarchies are flatter, teams are more cross-functional, and collaboration is the rule, not the exception. That means your ability to influence without formal authority has become a critical leadership skill. The catch? Many professionals struggle with it. They know what they need—time, resources, recognition—but they hold back from asking what they need, worried about pushback, rejection, or creating conflict.
What makes influence work?
It starts with understanding that people respond best when spoken to in a way that resonates with their natural preference. That’s where DISC comes in. Everyone has a natural preference for working and communicating:
A dominant (D) personality values directness and efficiency—if you want something, be clear and get to the point. An influencer (I) thrives on enthusiasm and connection, so make it engaging and personal. A steady (S) prefers harmony and trust, meaning your request should be framed in a way that reassures them. And a conscientious (C) type will expect logic, details, and structure before they can buy into an idea.
The problem?
Most people don’t think about influence in this way. They assume that persuasion is about force or persistence, when in reality, it’s about alignment. If you’re asking for a pay rise from a ‘C’ leader, you need data and justification. If you need more resources from an ‘I’ colleague, paint a compelling vision of success.
The real power isn’t in asking—it’s in asking the right way. By aligning with others’ preferences, you make it easier for them to say yes.
‘Eat your spinach’ doesn’t work
If you have ever tried to convince your kids to eat their greens by telling them it’s healthy, you get my drift. You can’t force a child to eat their vegetables, but you can influence them to do it willingly. Some children respond well to fun stories (“Carrots help you see like a superhero!”), while others need logic and facts (“Spinach makes you stronger like Popeye!”). Some need routine and consistency, while others are motivated by rewards or choices.
“If you want to influence others, don’t try to convince them—connect with them.”
– Simon Senek
Research backs this up. Harvard Business Review reports that DISC-based communication can improve workplace collaboration by as much as 40%. Why? Because when people feel spoken to in a way that matches how they naturally process information, barriers drop. Misunderstandings decrease, trust builds faster, and collaboration becomes smoother. In other words, adapting your style isn’t just a “nice to have”—it directly drives measurable business outcomes.
Emma’s story
One of my coaching clients, Emma (not her real name), a mid-level manager in a consulting firm, came to me frustrated. Her team was overloaded, and she needed extra resources to deliver on a big project. She had already approached her manager (and she said she did so with enthusiasm and big-picture ideas), but he just dismissed her. He barely reacted, and she left the meeting puzzled and feeling powerless. What she didn’t realise at first was that the issue wasn’t her request—it was how she framed it.
Throughout our coaching session, Emma realised that her leader was a classic C profile—analytical, detail-focused, risk-aware. Together, we reworked her approach: she pulled together the data, a clear cost-benefit analysis, and a risk assessment that spoke his language. When she went back into the conversation (having emailed everything up front for him to digest the information), the shift was quite significant. Instead of hesitation, she got a “yes” almost immediately. More importantly, Emma walked away not just with the resources she needed but with a new level of confidence. She said to me, ‘Jess, this is how I will always approach him now. Less enthusiasm, more logic.’
“The art of communication is the language of leadership.”
– James Humes
How to Flex Your Influence: Adapting to Each DISC Style
1. D – Dominance
Be direct, show results, highlight efficiency
Communication: Keep it short and sharp. Get to the point, outline the result, and avoid fluff.
Collaboration: Give them ownership of decisions and highlight how the work drives outcomes. They’ll engage when they feel it’s moving things forward.
Conflict: Don’t dance around issues. Be upfront, acknowledge their drive for results, and propose clear next steps to resolve the tension.
2. I – Influence
Be enthusiastic, build rapport, use storytelling
Communication: Bring energy. Use stories, examples, and personal connection to win them over.
Collaboration: Create space for brainstorming and keep it interactive. They thrive when ideas are shared openly and there’s a sense of fun.
Conflict: Address issues with empathy and positivity. Reframe disagreements as opportunities to grow and move forward together.
3. S – Steadiness
Be patient, emphasize security, build trust
Communication: Slow the pace. Listen deeply, reassure them, and make space for questions.
Collaboration: Emphasise teamwork and harmony. They want to feel supported and that change won’t disrupt stability too much.
Conflict: Avoid confrontation-heavy language. Instead, frame differences as ways to strengthen the relationship and provide clarity and reassurance.
4. C – Conscientiousness
Be detailed, logical, provide data and structure
Communication: Present the data. Use evidence, structure, and clarity—they’ll trust facts over emotion.
Collaboration: Align on process and detail. Give them time to analyse and don’t rush decisions.
Conflict: Stick to logic, not blame. Outline the facts, focus on problem-solving, and show how a resolution reduces risk.
Influence without authority isn’t about changing what you ask for—it’s about flexing how you ask. When you adapt your style to meet others where they are, conversations flow, trust builds, and you turn resistance into agreement. That’s real influence.
Get in touch if you want us to run a workshop using DISC to help your teams to influence without authority: jessica@intactteams.com
