Name It to Tame It: How to Use DISC to Manage Triggers

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Do you know what trigger is associated with each DISC style? Learning this was eye-opening for me and began my decade long journey into self-discovery and taking different types of assessments.

I’ve figured out how to condense the most important self-discovery steps down into a few months for my clients and DISC is one of the assessment tools I leverage to equip them to build their emotional intelligence and leadership skills.

Why Use DISC?

First, we need to start by clearing up many of the misconceptions out there about DISC.

There are a multitude of DISC assessments out there, some are good, some are not. When looking for a DISC assessment, it is important to find one that has validity (that it measures what it is seeking to measure) and reliability (that it provides consistent results). Please be aware that many of the free DISC assessments that you might find on-line are not valid or reliable.

The reason there are so many versions of DISC today is that William Moulton Marston, who came up with the DISC theory, was a very smart and inventive guy but did not do a good job protecting his intellectual property. William Marston had a Ph.D. in psychology and created the systolic blood pressure test, which is used as part of the modern polygraph.

Something else to be aware of is that there are many other assessments based on DISC theory but have different names, for example the color personality assessment.

The reason DISC is so popular is because of its simplicity and wide utility since it is a behavior-based personality assessment. What do I mean by that? Unlike many other personality assessments, you do not have to have other people take a DISC assessment to have a good idea of what their personality profile might be. Once you understand DISC, you will be able to determine someone’s personality type by observing their behavior. From an emotional intelligence standpoint, what DISC enables people to do is not only increase their self-awareness but also increase their social awareness.  

There are so many articles out there providing an overview of DISC that there is no need for me to write another one. This table provides a summary.

DISC Summary Table

The most useful DISC assessments aside from being valid and reliable also show the difference between someone’s natural style (how they show up when no one is watching) and adaptive style (their outward behavior). Contact Claritas if you would like a good DISC assessment for yourself or your team!

What are the DISC Triggers?

What I will focus on here is one important aspect of DISC that I have noticed some people who have taken the assessment before are not aware of and that is the trigger for each DISC type. Please keep in mind that someone might be high in more than one DISC type.

The DISC triggers are an effective way to identify someone else’s DISC type. Look for how they react to the different triggers. Here are some things they might do or say:

How to Identify Different DISC Types By Their Triggers

Contact Claritas Consulting & Coaching to discuss your project needs or follow us on LinkedIn for more useful leadership and project management resources and frameworks. If you found this useful, please share this article with others.

How to Manage Your DISC Triggers

You have already embarked on the journey of being able to manage your DISC triggers. The first step to any change is being aware. When you are aware of what triggers you, you are able to “Name It to Tame It.” The phrase “name it to tame it” was coined by psychologist Dr. Daniel Siegel and has been shown to reduce stress by up to 50%.

Let me share a personal story to illustrate. The first lightbulb moment for me from DISC was learning that the trigger for a high C is criticism. I was able to look back and spot times in the past when I had been overly sensitive to negative feedback. That realization helped me to understand that I didn’t need to take feedback so personally. Because I was now aware of this trigger, I learned to be able to receive criticism and negative feedback. Over time, I have come to actively ask for feedback and view it as a gift.

The other example I would like to use on how to manage your DISC triggers is job loss. Losing a job is hard for anyone, here is why.

Impact of Job Loss on Different DISC Types

If you are having to find a new job, realize that the emotions you feel are normal, and take steps you need to take care of yourself during that time without getting stuck.

My hope is that this will help you identify and overcome your triggers so that you can build stronger relationships with not only your colleagues and clients but also your friends and family. Claritas Consulting & Coaching is always available to partner with you to equip you and your organization to thrive!