DREIESKIVA​|Roald Kvam

Conflict is a natural part of working with people — but it doesn’t have to be destructive. How we approach disagreement, tension, or miscommunication often depends on our individual personality preferences.

As certified coach of the Persolog Personality Factor Model, I have a tool box, know as the DISC framework, that helps us understand four primary behavior styles: Dominant (D), Influencing (I), Steady (S), and Conscientious (C). Each style has a different comfort level with conflict and unique strategies for dealing with it. When leaders and team members understand these differences, conflict becomes a tool for growth, not just something to avoid.

Let’s explore…

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1. The Dominant (D) Profile

Fast-paced, goal-driven, assertive, competitive

D-types are not afraid of conflict — in fact, they often see it as a necessary step to solve problems or eliminate inefficiencies. They’re direct, action-oriented, and want to “get to the point” quickly.

In conflict:

Strengths in conflict:

• Decisive and willing to take the lead
• Focused on solutions and results
• Not emotionally overwhelmed

Risks:

• May appear aggressive or confrontational
• Can overlook people’s feelings in the pursuit of outcomes
• Tends to dominate the conversation

To work well with a D:

• Be clear and to the point
• Focus on objectives, not emotions
• Avoid over-explaining or emotional appeals
• Offer choices, not control

My best Coaching tip for D-profiles:

“Slow down and tune in — leadership is not just about moving fast, but about moving people.”

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2. The Influencing (I) Profile

People-focused, energetic, persuasive, optimistic

In Conflict:

I-profiles tend to avoid conflict because they fear disconnection or disapproval. When faced with tension, they may try to lighten the mood, deflect with humor, or over-accommodate to keep relationships intact.

Strengths in conflict:

• Brings positivity and connection
• Good at de-escalating tension
• Seeks harmony and understanding

Risks:

• Avoids direct confrontation
• May say what others want to hear, not what’s honest
• Can lose focus or be overly emotional

To work well with an I:

• Create a warm, safe space for open dialogue
• Focus on feelings and relationships
• Use positive, encouraging language
• Gently help them stay on track and topic

My best Coaching tip for I-profiles:

“True connection includes honest conversations — even when they’re hard.”

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3. The Steady (S) Profile

Supportive, consistent, calm, team-oriented

In Conflict:

S-profiles value stability and avoid conflict whenever possible. They may suppress their feelings or needs to maintain peace — but over time, this can lead to internal frustration or passive resistance.

Strengths in conflict:

• Empathetic and patient
• Good at listening and seeing both sides
• Brings calmness to emotional discussions

Risks:

• Avoids conflict to their own detriment
• Hesitant to express disagreement or set boundaries
• May say “yes” but not mean it

To work well with an S:

• Be gentle, respectful, and calm
• Give them time to process and respond
• Ask open questions to uncover hidden concerns
• Reassure them that honesty is safe and valued

My best coaching tip for S-profiles:

“Your voice matters. Peace isn’t just the absence of conflict — it’s the presence of truth.”

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4. The Conscientious (C) Profile

Detail-oriented, analytical, careful, quality-driven

In Conflict:

C-profiles are uncomfortable with emotionally charged situations. They prefer logic, facts, and fairness — and often approach conflict as a problem to be analyzed rather than a relationship to be navigated.

Strengths in conflict:

• Brings objectivity and fairness
• Stays calm and fact-focused
• Often proposes well-thought-out solutions

Risks:

• May come across as cold or distant
• Tends to over-analyze and delay resolution
• Struggles to deal with emotional complexity

To work well with a C:

• Be well-prepared and respectful
• Stick to the facts and process
• Avoid pressuring emotional expression
• Allow time for independent reflection

My best Coaching tip for C-profiles:

“Relationships aren’t always logical — sometimes, presence and empathy resolve more than precision ever could.”

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Turning conflict into growth

Understanding the Persolog profiles helps teams and leaders:

• Predict and prevent unnecessary escalation
• Adapt communication styles for better connection
• Build trust by showing respect for individual needs

Conflict isn’t a sign of failure — it’s often the gateway to clarity, innovation, and deeper trust. When we move from judgment to curiosity, we unlock the potential in our differences.

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Reflection questions

1. Which personality factor best reflects my default style in conflict?
2. What do I tend to avoid — and why?
3. How can I stretch toward another profile’s strengths when tensions rise?
4. What conversations do I need to have — and how might I approach them with greater self-awareness?

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