“I don’t trust him.”
That’s what Mark, a VP of Engineering at a growing SaaS company, told me in our coaching session.
He was frustrated with Tom, a Director on his team.
“Every time we’re in a leadership meeting, he pushes back on my ideas. It feels like he’s challenging me just to challenge me. He never just says, ‘Sounds good, let’s do it.’ I don’t get it—does he not trust me? Or does he just not like me?”
After months of tension, their lack of trust had trickled down into their teams. Engineers under Tom started questioning Mark’s decisions. Mark started bypassing Tom entirely, working directly with his team instead. Meetings became tense, and projects slowed down.
Sound familiar?
Lack of trust isn’t always about trustworthiness—it’s often about communication differences.
In Mark’s case, the issue wasn’t that Tom didn’t trust him. Tom was a high C in DISC—analytical, detail-oriented, and process-driven. Mark, on the other hand, was a high D—direct, fast-moving, and focused on quick execution.
Tom’s questions weren’t about distrust—they were about ensuring accuracy before making decisions. But because Mark valued speed and decisiveness, he perceived Tom’s need for data as resistance.
This dynamic happens in every team. When leaders misinterpret each other’s communication styles, trust erodes—not because of bad intentions, but because of misaligned expectations.
So, how do you fix it?
By using DISC to decode communication styles and intentionally build a culture of trust and collaboration.
Why Trust Breaks Down in Teams
Trust isn’t built through team-building activities or one-off workshops—it’s built through everyday interactions.
The biggest trust killers in teams often come from:
🔹 Miscommunication – People assume someone’s tone or approach is personal when it’s really just their work style.
🔹 Different Decision-Making Speeds – Some process quickly, others need more time. This leads to frustration.
🔹 Conflicting Priorities – A task-focused leader might clash with a relationship-driven one.
🔹 Unclear Expectations – When people don’t know what success looks like, they assume the worst.
DISC helps teams understand these differences—before they turn into trust issues.
How DISC Helps Build a High-Trust Team
Every person on your team has a unique communication and work style. The key to trust is recognizing these differences and adjusting how you interact.
The 4 DISC Styles and How They Build (or Break) Trust
🟥 D – Dominance (Decisive, Fast-Paced, Results-Oriented)
- How they build trust: They trust leaders who are direct, confident, and action-driven.
- How they break trust: They can come across as intimidating or impatient when others need more time to process.
🟨 I – Influence (Outgoing, Social, Motivated by Relationships)
- How they build trust: They connect through enthusiasm, energy, and personal engagement.
- How they break trust: They may overpromise and underdeliver, or seem inconsistent in follow-through.
🟩 S – Steadiness (Supportive, Loyal, Team-Oriented)
- How they build trust: They create a sense of psychological safety and trust through dependability.
- How they break trust: They may avoid conflict, leading to resentment or passive resistance.
🟦 C – Conscientiousness (Analytical, Precise, Detail-Oriented)
- How they build trust: They establish trust by ensuring accuracy and providing well-researched decisions.
- How they break trust: Their need for perfection and data can feel like distrust or micromanagement to others.
How to Use DISC to Strengthen Trust in Your Team
Now that you understand the core DISC styles, here’s how you can apply them to build deeper trust in your leadership team.
1. Decode Your Team’s Communication Patterns
Ask yourself:
✔ Who on my team makes fast decisions? Who needs time to process?
✔ Who thrives on discussion? Who prefers emails over meetings?
✔ Who needs high-level direction? Who prefers details?
Once you recognize these patterns, trust improves—because you’re no longer assuming bad intent.
2. Adjust Your Communication Based on DISC Styles
🔹 For D-style leaders: Give them concise, action-oriented updates. Don’t overload them with details.
🔹 For I-style leaders: Engage in open discussions. Show enthusiasm and energy.
🔹 For S-style leaders: Provide reassurance and consistency. Avoid last-minute surprises.
🔹 For C-style leaders: Offer data and logic-based reasoning. Give them time to analyze before expecting decisions.
🔹 For Mixed Teams: If you’re leading a team with multiple styles, try blending approaches. Example:
- Start meetings with big-picture goals (for Ds & Is).
- Follow up with clear processes and next steps (for Ss & Cs).
When people feel seen and understood, trust follows.
3. Address Trust Gaps with DISC-Based Conversations
If there’s friction in your leadership team, have a DISC-style trust conversation using these prompts:
🟥 For a D (Fast-Paced, Decisive):
💬 “I know you like to move quickly. What’s the best way I can support you in balancing speed with accuracy?”
🟨 For an I (Outgoing, Relationship-Oriented):
💬 “I appreciate your energy. How can we ensure enthusiasm is matched with follow-through?”
🟩 For an S (Steady, Team-Oriented):
💬 “I know you value harmony. How can we create space for healthy disagreement without making it feel personal?”
🟦 For a C (Detail-Oriented, Analytical):
💬 “I see that precision is important to you. How can we balance deep analysis with making timely decisions?”
These simple conversations reset expectations and help rebuild trust.
Exercise: Reflect on Your DISC Style & Build a High-Trust Team
Trust starts with self-awareness. Before you can build a high-trust team, you need to understand your own natural work and communication style.
Step 1: Identify Your DISC Style
Think about how you naturally approach leadership and communication. Ask yourself:
- D (Dominance): Do I focus on speed, results, and direct action? Do I get frustrated when decisions take too long?
- I (Influence): Do I thrive on energy, enthusiasm, and relationships? Do I sometimes overcommit and struggle with follow-through?
- S (Steadiness): Do I prioritize harmony, consistency, and team well-being? Do I avoid confrontation, even when it’s necessary?
- C (Conscientiousness): Do I value precision, data, and accuracy? Do I struggle with making decisions quickly when I don’t have all the details?
Once you identify your dominant style, reflect on how it impacts your leadership and trust-building within your team.
Step 2: Identify a Trust-Building Action
Based on your DISC style, choose one small action you can take to improve trust and communication with your team:
✔ If you’re a D, try slowing down and checking in with your team before driving toward execution.
✔ If you’re an I, focus on follow-through to build credibility and reliability.
✔ If you’re an S, practice asserting your perspective, even when it feels uncomfortable.
✔ If you’re a C, aim for progress over perfection—sometimes, good enough is good enough.
Step 3: Want to Map Your Team’s DISC Styles?
Let’s Talk.
Understanding your own DISC style is just the beginning. To build a truly high-trust team, you need to understand how your entire leadership team communicates and collaborates.
🔹 Want to map your team’s DISC styles and get actionable strategies to improve trust and performance?
🔹 Let’s create a custom DISC team assessment for you.
📩 Reach out to us here to get started!
Final Thought: Trust Is Built in the Details
Most trust issues in teams aren’t about trustworthiness—they’re about miscommunication.
When leaders understand how their team naturally communicates, they can build:
✅ Stronger relationships
✅ Faster decision-making
✅ A culture of trust and accountability
Want a high-trust team? Start by understanding how they think, process, and communicate.
