As I noted in the first essay regarding the three fundamental styles of leadership, a set of characteristics (managerial strengths) regarding the Compliant leadership style is provided on the DISC website (2024):
“high expectations and insistence on quality
ability to look at ideas and problems logically
faces challenges head-on
ability to exercise caution and manage risks
interest in developing systematizing tasks
persistence in finding and analyzing solutions
lays out expectations objectively
These managers often need help appreciating that to grow as a leader, they’ll need to embrace the humanity of their direct reports on a deeper level. By understanding other perspectives, they see that the people they manage often need praise, excitement, optimism, camaraderie, or risk-taking at a much greater level than they do.”
I would also note that there are limits to the Compliant Rainbow leader’s heart-felt, extroverted enjoyment of other people. This is where the corrective insights offered by DISC are of great value. The use of “Compliant” as the DISC title for the fourth managerial style is telling. The Compliant Rainbow leader is energized and effective as long as there is a smooth operating procedure in place. I already mentioned that these leaders can be effective and flexible if they are comfortable with the way things are operating. Some of the leaders quoted by McKenna and Pugno (2006, pp.169-170) suggest that many health care leaders are not comfortable with things not going right—especially when there is confrontation:
“Nearly all physicians feel that we are good communicators – it’s what we do all day. Very few of us are good at confrontation. We are used to an unbalanced power structure that does not leave much room for confrontation. We have learned to avoid troublesome, patients, staff, colleagues, or dissention on committees. Of course, that doesn’t mean we don’t complain about it. We need to learn how to deal with confrontation, and how to assert ourselves in inherently asymmetric power structures – say, when dealing with a Chief of Staff, or health plan insurers, the head of the medical group practice or the senior partner.” [Bridget McCandless, MD, Internist Medical Director, Jackson County Free Clinic]
DISC used the label “compliant” because these leaders like to “follow the book.” They want solid procedures to be in place so that there are NOT major confrontations. While diversity is welcomed, it is only welcomed because everyone agrees to a set of rules and norms of conduct. “We play nice or not at all!” emerges from the memory of these leader regarding what their mother told them. This golden rule still holds true for these compliant leaders.
