What The Devil Wears Prada Can Teach Us About DISC Styles

If you’ve seen the aughties classic The Devil Wears Prada, you probably remember Meryl Streep’s chilling portrayal of Miranda Priestly, the unforgettable editor-in-chief of Runway magazine. The film, based on Lauren Weisberger's bestselling novel, has stood the test of time, becoming a cultural touchstone for anyone fascinated with cutthroat office politics. 

But what if we told you that the movie also serves as an insightful case study in workplace dynamics—and specifically, in understanding the clash of DISC personality styles?

The DISC personality assessment is a behavioral framework that categorizes individuals into four main work styles—Drive (D), Influence (I), Support (S) and Clarity (C). This model helps us understand how people operate, communicate and thrive in different work environments.

The Devil Wears Prada demonstrates what can happen when two contrasting styles collide and shows us how Andy managed to earn respect from a seemingly impossible-to-please boss.

So you shouldn't feel guilty about watching the movie for the 100th time—you’re conducting quality research!

Miranda Priestly’s DISC Style

Miranda Priestly’s character is the epitome of the Drive (D) style. “Ds” are direct, driven, results-oriented and thrive on authority and control. They are decisive by nature and focused on achieving goals—sometimes at the expense of diplomacy or emotional insight.

Evidence of Miranda’s “D” Style:

• She thrives on control. Miranda runs Runway like a fortress and expects everything to operate seamlessly under her command. She gives curt directions, delegates with precision and rarely explains her decisions. Remember her casual, dismissiveness when Emily becomes sick on the night of a big benefit? Miranda shows no compassion and even blames Emily for ‘deciding’ to become sick! Miranda is confident she can control anything, even a “viral plague.”
• She is results-driven. Miranda’s focus is never on sugarcoating her words or building rapport. Her objective is success—whether that’s securing a rare fashion piece for a shoot or maintaining Runway’s status as a global trendsetter. Anything or anyone who cannot meet her standards is replaceable. For instance, when Miranda criticizes Andy’s wardrobe in the iconic “Cerulean Blue” monologue, it’s not just about clothes—Miranda is asserting her authority and demonstrating the high level of excellence she demands.
• Her unflinching composure, even in the face of challenges. Miranda rarely raises her voice or loses her temper. Instead, she maintains a calm and calculated demeanor that commands respect and instills both awe and fear in those around her. While Drive types can be hot headed at times, their flashes of anger tend to be short lived as they are more focused on getting things done. For example, when a last-minute disaster threatens the success of a major photoshoot, Miranda calmly delegates tasks and devises a solution without showing any sign of panic. 

Miranda’s “D” style makes her competent and highly effective (a classic “D” quote of hers: “Truth is, there’s no one who can do what I do”), but it also puts her at odds with others who value collaboration and empathy, as we’ll see with Andy.

Andy Sachs’ DISC Style

Andy Sachs represents the Influence (I) and Support (S) DISC styles—she's either an I/s or an S/i, probably the former. The first letter reflects the most dominant trait, and based on Andy's character arc throughout the film, she seems to be an Influence type first and a Support type second. A sharp contrast to Miranda’s Drive, individuals with an I/s style are relationship-oriented, sociable and optimistic. They thrive on building relationships, inspiring others and being part of a team. 

Evidence of Andy’s “I/s” Style:

• She builds relationships effortlessly. From her enthusiastic interactions with Nigel to her genuine care for Emily’s well-being, Andy’s easy-going nature makes it easy for others to open up to her. She uses humor to defuse tense situations and doesn’t shy away from showing vulnerability. While picking up sketches at a chic loft party, she meets Christian, a writer who offers to read her work, and maintains that connection even after he insults her by saying that she’ll never survive Miranda.
• She values teamwork and harmony. Andy’s personality is perfect for a team dynamic. She enjoys working with others, listens to their ideas and makes sure everyone feels included and valued. That’s her Support in action.
• She seeks innovation and new experiences. Unlike Miranda, who rules Runway with the same firm approach she's used for years, Andy is open to new ideas and eager to learn from others. Her organic approach opens her up to experiences she never would have dreamed of—it eventually leads to her departure from the magazine, as she realizes that living up to Miranda’s expectations means sacrificing her own values and creativity.

Why Miranda and Andy Clash

The tension between Miranda and Andy stems directly from their differing DISC styles. Miranda’s relentless drive to achieve makes her dismissive of Andy’s adaptable, people-pleasing tendencies. To Miranda, Andy’s initial lack of assertiveness reads as incompetence, while Andy finds Miranda’s cold, demanding nature overwhelming.

Key Clashes:

• For Miranda (“D”), efficiency and results are paramount.For Andy (“I/s”), maintaining relationships and getting along are key motivators. These opposing priorities create friction in a high-stakes job like Andy’s assistant role, where results outweigh personal considerations.

• Miranda’s direct, no-nonsense communication style often feels intimidating, even harsh (“that’s all!”). Andy’s preference for empathy and collaboration makes her resistant to conflict and hesitant to push back, even when Miranda’s demands feel unreasonable.
• Early in the film, Andy brushes off fashion as frivolous, focusing instead on the writing opportunities Runway might provide. Miranda, as a “D,” interprets this attitude as dismissive and disrespectful of the magazine’s vital role in the fashion industry, and Miranda’s hard work making it such, creating further disconnect.

How Andy Earns Miranda’s Respect

While Andy and Miranda represent opposites on the DISC spectrum, their dynamic evolves throughout the film. Andy gradually earns Miranda’s respect by demonstrating the initiative and strategic thinking Miranda values.

When the film came out, I remember Andy's character getting a of backlash for seeming to change so radically  to appease Miranda. But that's not accurate—Andy doesn’t change her DISC type, that wouldn’t be inauthentic and would only create more tension. What she does is lean even further into her I/s strengths to start showing more of the behaviors that Drive types respect.

For example, when Miranda asks Andy for the unpublished Harry Potter manuscript (a lost cause, right?), Andy uses the relationships she forged at a party to track down the manuscript within a few hours. This impresses Miranda, who sees her assistant using connections and resourcefulness to get things done.

Her superior emotional intelligence is on show throughout the movie. While Miranda appears cold and unemotional, Andy learns to read her subtle cues and anticipate how best to support her boss. Yes, she steps on toes at times, but people-pleasing I/s types often get called “too nice.” Andy's evolution is one of tapping into her own self confidence and using her strengths to help herself as much as she usually helps others. It's interesting that Andy's friends and partner are not okay with Andy's changes, but Miranda gives Andy permission to walk in her own power. The best work teams are always the balanced ones.

Harnessing DISC Styles to Work Better with Others

Understanding DISC styles is more than just a nerdy way to analyze fictional characters—it’s a powerful tool for navigating real-life workplace dynamics. Whether you identify with Miranda’s Drive, Andy’s Influence and Support, or another DISC type entirely, recognizing your own tendencies can help you adapt your communication and collaboration methods to align with others’.

Next time you face workplace tension, think about the DISC framework. Is the issue a matter of conflicting priorities or communication? Are there small adjustments in your style that might break down barriers and build stronger professional relationships? Even seemingly insurmountable differences can be resolved—with empathy, patience and the willingness to adapt. Just ask Andy and Miranda.