Erikson’s central premise is that people behave in consistent patterns that can be grouped into four color-coded categories: Red (assertive and competitive), Yellow (enthusiastic and talkative), Green (cooperative and conflict-averse), and Blue (analytical and structured). While people are typically a blend of two types, Erikson contends that identifying each person’s dominant traits according to the DISC model will make it easier to anticipate their specific preferences, triggers, and communication style. By understanding the biases that a person is likely to exhibit, it is possible to tailor messages more favorably and avoid miscommunications before they happen. For example, a Red colleague will appreciate directness and speed, while a Blue will prefer to understand all the details and take additional time to process and fully understand the situation. This model can be immediately applied in team settings to resolve confusion and steer clear of potential sources of conflict. A manager who recognizes a team member’s Green tendencies might approach them more gently when proposing change, while a Yellow team member will know to adjust their spontaneous, enthusiastic approach when discussing project details with a Blue colleague. Although the system risks oversimplifying complex individuals, it does function well as a heuristic for encouraging empathy and reducing interpersonal friction, especially in high-stakes or fast-moving work environments.