Updated: Feb 2
Abraham Lincoln said, “The people, when rightly and fully trusted, will return the trust.”
Each DISC behavioral style has a specific dominant fear, and when you, as a leader, are attempting to build trust, it can be tricky to ease those fears and remove any barriers to trust. These barriers to trust may present themselves in some of these actions:
“D” styles fear being taken advantage of.
This may be demonstrated by an unwillingness to delegate or collaborate on projects if they do not feel comfortable relinquishing control to someone else.
“I” styles fear rejection.
This may be demonstrated by an unwillingness to participate or take the lead during a team project if they do not feel accepted and recognized as a valuable teammate with valuable input.
“S” styles fear loss of security.
This may be demonstrated by an unwillingness to verbally articulate ideas or opinions to the team or leadership in fear of being drawn into conflict or viewed as ill-equipped for the job.
“C” styles fear criticism.
This may be demonstrated by an unwillingness to share information or communicate knowledge and details in fear of being viewed as lacking in technical knowledge or skill.
You can not beware that which you are not awareness.
Knowledge is the first step.