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What are Misophonia Triggers?

Triggers for misophonia are unique to the individual. However, there are some that been reported by many. This does not mean one person will have all the triggers, or that they will not have other misophonia triggers. Misophonia triggers are events that set off the fight/flight/freeze portion of the brain. Since misophonia is most-likely neurological, the more you hear these triggers, the worse the condition gets. The brain, for whatever reason, has now identified these events as a threat.

Common Audial Triggers

Whistling
Tapping
Chewing
Breathing
Scraping
Sirens
Barking
Yelling
Plates clinking
Shuffling noises
Pen clicking
Clock ticking

Common Visual Triggers

Tapping
Leg-shaking
Finger movements
Chewing
Swaying

Because misophonia triggers differ from person to person, it may be exhaustive to have a total list. However, this page exists to help persons that are unsure of the nature of the disorder. Persons with misophonia may have only a few triggers, or many, and they may worsen as time goes on.

Do you have triggers that weren’t included on this list? Please include them below, and we will update the article with your suggestions.

April 2, 2017 0 comment

*NeedsRewrite *SEOWork Research

Are 23andMe Results on Misophonia and Genetics Valid?

written by Admin

White Paper 23/08: Genetic Associations with Traits in 23andMe Customers
Authors: Saniya Fayzullina Robin P. Smith Nicholas Furlotte Youna Hu David Hinds Joyce Y. Tung Created: December 4, 2014 Revised: February 25, 2015

Comments by Dean McKay, PhD:
The findings from the Fayzullina et al study of genetic features of misophonia should be interpreted with extreme caution. Specifically, there are several aspects that make the value of these findings limited. First, the effects were extremely small. The statistic in question, the odds ratio, indicates that the gene identified puts someone at 1.2 times the risk of having an aversion to chewing sounds. In terms of effects, no effect would be considered an odds ratio of 1 (having a gene puts someone at no greater risk, or 1X risk).

According to geneticists, a meaningful effect would be an odds ratio or at least 2.5 (discussed in Kendler, 2005). Second, the effect obtained is far lower than for other behaviors and attitudes that are not considered disease entities. For example, in a different GWAS, it was shown that specific genes could account for conservative or liberal political attitudes (with odds ratios over 3). This means that the genetic contribution to political ideology is over three times the effect observed for predicting aversion to chewing sounds. Third, and this is relevant to all genetic research, is that this all assumes that genes do not change. However, research has shown that environmental factors can significantly affect gene expression (see this link, for one of the early findings supporting this).
Fourth, and finally, the GWAS in question based the identification of misophonia sufferers on the basis of a single yes/no question. Is this a reasonable and robust way of identifying sufferers? It would seem unlikely based on my experience with the condition. Yes, many sufferers find chewing sounds aversive; but some individuals find other sounds aversive and are comparably unbothered by chewing. These are all very significant limitations, so please be cautious in interpreting these findings.
Genetic research may uncover important discoveries in understanding misophonia. But this particular study is not likely the one that will be groundbreaking, despite the impressive methodology and very large sample.
Respectfully,
Dean McKay, PhD
Professor of Psychology
Fordham University

Editor’s note: The following articles may be of interest to readers.

https://www.scientificamerican.com/article/23andme-is-terrifying-but-not-for-the-reasons-the-fda-thinks/

http://www.medicinethink.com/personal-genomics-why-23me-doesnt-work/

For more information on epigenetics please go here.

February 4, 2017 0 comment

*SEOWork Coping

Misophonia and Work Accommodations: It’s Ok To Rock The Boat

written by Vicki Sladowski

Misophonia and work place accommodations is a significantly important conversation.

Most of us spend the majority of our day in the workplace. Whether you work in an office, a factory or retail, or go to school, you are most likely faced with hundreds of triggers on a daily basis. Just as all Misophonia sufferers have different triggers, we also have different reactions to the triggers.

Suffering in silence as we sit at our desk, tormented by the snifflers, keyboards and pens clicking, and bags of snacks crinkling as our coworkers noisily munch on them throughout the day. We are hesitant to say anything to anyone primarily because they will think we are crazy. Misophonia is not a well-known disorder, not even in the medical profession. What do we do?

Many of you have heard the phrases, “don’t rock the boat” or “don’t make waves.” This concept seems almost taboo in the workplace. No one wants to be labeled “the troublemaker”. Some may fear retaliation but you have to protect your rights, and do what is right for you. You have to advocate for yourself, no one else is going to do that for you. Doing something that will help yourself is not causing issues.

I am not the only person facing the torment of triggers in the workplace. As a member of several social media groups, I have read so many posts about so many other people suffering in the workplace. When I suggest they discuss their condition with their Human Resources department it is often met with resistance. Why? Fear! People do not want to “rock the boat.” I understand that. I also understand that my Misophonia affects every aspect of my day, especially in the workplace. I know what Misophonia does to my physical and emotional well-being. I have to assume that it has similar damaging effects on other sufferers.

I have worked in Human Resources for the last 28 years and have suffered from Misophonia my entire life. You would expect an office to be relatively quiet. I have to laugh as I write that. At times our office sounds more like a playground than an office. Who would expect that kind of excessive noise from grown adults in a workplace?

Here is some food for thought. Do you value yourself? Do you like the way Misophonia makes you feel? Do you enjoy the feelings of rage and panic as your blood boils through your body while someone is chopping on a stack of carrots in the cubicle next to you? Although these are everyday sounds, they are an assault on your sensory system, not to mention the way it affects you emotionally.

If your Misophonia impairs your ability to think or concentrate, you need to be an advocate for yourself. Speak up! In the United States, The Americans with Disabilities Act of 1990 (ADA) prohibits discrimination and ensures equal opportunity for persons with disabilities in employment. When you think “disability” you typically think of a “physical” impairment. However, the ADA defines a person with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activities. Misophonia definitely limits my daily activities, so I would say it qualifies.

We are all triggered in the workplace, if someone pops their gum and you are at your limit, the last thing you need to do is get called into Human Resources for having a nasty attitude. Therefore, it is better to have your condition noted in your file. Mentioning the condition after the fact may seem like you are “making up a defense.” Believe me, I have been in those shoes, and it is not pleasant. I am not saying Misophonia is an excuse for nastiness, but in all honesty, there have been times that some coworkers reported me as being “short” or “snappish” because I was in trigger mode. Please do not think that you can use your Misophonia as an excuse for negative behavior. Since my employer is aware of my condition, when I am in a high sensory mode, I will let them know, “I am having a bad Miso day”. At that point, they tend to back off and give me some extra space as well as try to make things “quieter” for me.

Ask yourself…

What are my workplace triggers?
How do they make me feel?
How can I make my workplace a calmer environment with fewer triggers?

If your triggers affect your work day, you should consider scheduling a meeting with your Human Resources Manager. Despite what people may believe, meeting with HR is not intended to get anyone into trouble. The purpose of this meeting is a discussion to make your employer aware of your condition and possibly ask for some workplace accommodations that will help you cope with your Misophonia in the workplace. Your approach to meeting with your employer will depend on your company size and structure.

I highly recommend that when you meet with your HR Manager you educate him/her on your condition and your triggers. I suggest that you bring a letter indicating that you suffer from Misophonia, a brief description of the disorder, and a list of the triggers you encounter regularly on your job. If necessary, this is a good time to propose reasonable accommodations. Under the ADA, an employer must provide “reasonable” accommodations for employees with a disability.

What is “reasonable?” A reasonable accommodation is providing assistance or making changes to a position or workplace that will enable an employee to do his or her job despite having a disability. Under the ADA, employers are required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would pose an undue hardship.

In my case, I requested some accommodations which included the ability to use in-ear sound generators and headphones when I am in the office, the ability to keep my office door closed at all times, and permission to get up and walk away when I am in sensory overload. These things were considered a “reasonable” request. Disclosure – I am still triggered regularly, but having “safeguards” in place has helped improve my work environment.

Once you have discussed your condition and request with your HR Manager, if necessary you can point out certain triggers of a person. For example, “Tom and I work very closely but he has several habits that trigger me, do you think we could invite him to the meeting?” Having a meeting with your co-worker in the HR department means that conversation is expected to be confidential. The purpose of the meeting is to inform your co-worker that some of their behaviors trigger you, and hopefully he/she will be a little more considerate. Maybe he will save those carrots to eat in the lunchroom, or when you step away from your workstation. Maybe he does not realize he is talking that loud. Perhaps he clicks his pen due to his own stress. Why not suggest he use a stress ball to squeeze instead? Some people are not even aware of some of the things they do until they are pointed out. In all honestly, some of the noises that trigger us are just normal everyday sounds. I can’t ask him to stop breathing, can I? No, I am sorry but I am afraid that would not be considered a “reasonable accommodation.” J

Please remember that your employer cannot retaliate against you for having a disability and requesting Misophonia work accommodations.

Many sufferers who are triggered by their co-workers wonder if they should discuss their Misophonia with them. As an HR professional, I would strongly recommend against speaking with them directly for a few reasons.

* Most likely your co-worker may think you are making it up, Misophonia is not well known. They may also take it as a personal attack.

* Their immediate response may be advising you to “ignore it” or “tune it out.” As we all know, anyone with Misophonia can tell you that is absolutely impossible to do that.

* Your co-worker may use this as an opportunity to intentionally trigger you for their own enjoyment. Yes, it sounds cruel, it IS cruel, but people have been known to do it.

* There is absolutely no insinuation that this conversation is confidential, and you end up being the target of jokes.

What is the worst case scenario? Your co-worker will continue to trigger you. But, what if he decides to be more considerate? Do you think it would it be worth it?

I deal with employees and work accommodations on a daily basis and do not think of them any differently because they have restrictions. Meeting with Human Resources is not like being sent to the principal’s office. If your child suffered from Misophonia, would you meet with his/her teacher or principal to make arrangements for accommodations to make their day easier? I know I would do it in a heartbeat. Why is your well-being any different?

What would you do if you were walking in your office, and you see your co-worker struggling to carry a stack of files, would you just let them? Or would you step up and offer to help? Ask yourself one last question, if you knew you could do something simple to make someone’s life a little easier, would you do it?

It all comes down to this… would you rather speak up for yourself, or continue to live each day with rage like a tsunami building up inside you all day, every day because you are afraid to speak up? Sometimes, it is okay to rock the boat.

January 26, 2017 0 comment

*NeedsRewrite *SEOWork Research

Who Discovered Misophonia?

written by Dr. Jennifer Brout

Almost every article about the origin of misophonia begins like this: “Misophonia, which means ‘hatred of sound” was termed by Jastreboff and Jastreboff in 2001.”

After this cursory mention of the Jastreboff’s and their role in naming misophonia, academic authors often jump to their own interpretations about the disorder. This leaves readers wondering why these two esteemed doctors at Emory University thought to conceive of a new disorder in the first place.

In order to comprehend a newly proposed disorder, it is important to understand its history. If we don’t, members of the medical community often regard these disorders as “unreal” because descriptions of them have been haphazardly built out of ambiguous bits of information that ultimately don’t add up to anything grounded in theory. I like to call this process the “dominos of disbelief”. Misophonia is a very real condition that has unfortunately fallen victim to this phenomenon. In order to help put together the puzzle pieces of misophonia, let’s talk about the conception of the disorder, and the doctors who named it.

While working in their audiology clinic, the Jastreboff’s (who happened to be married) observed that some people reacted to sounds, such as chewing, pencil tapping, keyboard typing, and coughing, with high levels of irritability, sometimes to the extent of rage, or disorientation. This group of patients responded to “repetitive” and “pattern based noises.”

Unlike their patients with hyperacusis (a disorder in which individuals feel pain in response to loud sounds), individuals with misophonia appeared to respond to “repetitive” and pattern-based sounds with autonomic arousal. That is, upon presentation of such stimuli, patients reported rising stress levels (such as elevated heart beat, muscle tension and sweating) along with strong negative emotions. This was different from what the Jastreboffs had seen with regard to other forms of “decreased sound tolerance” such as tinnitus (ringing in one or both ears), hyperacusis, and phonophobia (fear of sound often secondary to hyperacusis).

Due to the high cost of research the Jastreboffs did not study their misophonia theory, but ventured to begin treatment at their clinic based on methods previously used for tinnitus and hyperacusis. Since then a small body of academic literature coupled with a great deal of popular press has emerged replete with consistent misunderstandings about the Jastreboff’s original concepts. Lets begin to set the record straight.

Although the Jastreboff’s suggested that misophonia involves negative associations between auditory, cognitive and emotional areas of the brain, they did not view misophonia as a “psychiatric disorder” and certainly not any specific one such as Obsessive Compulsive Disorder (personal communication, 2015). Similarly, the Jastreboff’s ideas about misophonia treatment were based on neuroplasticity (the brains ability to reorganize itself based on making new associations). This treatment has its roots in their tinnitus and hyperacusis retraining therapy. It is not simply “exposure therapy” as it is often described. Unfortunately, both research and treatment has followed some of these misconceptions.

Taking this step back, how should we conceptualize misophonia? I think a judicious way to describe the disorder is as one in which auditory stimuli provokes a neurophysiological response with accompanying negative, emotions, cognitions and behavior. Misophonia should not be referred to as a psychiatric disorder.

How should therapists treat misophonia? Therapists and doctors must be very clear that treatments are all experimental at this point and that efficacy studies will hopefully ensue. Therapists can also help sufferers cope by consulting and communicating with other clinicians across disciplines, and taking the initiative to utilize individualized strategies for each client.

Most of all, therapists and doctors can help by taking the time to learn about this easily misunderstand disorder, and sharing this knowledge with misophonia sufferers. As a psychologist who has misophonia (and who has raised a child with the disorder) I know this: In the case of misophonia knowledge may not be “power” but it can help take some of the “power” out of the disorder.

Originally posted on PsychToday

For more information about misophonia research misophonia-research.com

January 24, 2017 0 comment

*NeedsRewrite *SEOWork Research

Studying Antihistamines and Misophonia

written by Admin

Investigating Antihistamine Treatment to Reduce Sensory Over-responsiveness

As complex and powerful as our brains are, we encounter far too much sensory stimulation to reasonably process. Fortunately, our brains have ways to modulate sensory response, tuning into important stimuli and screening out the unimportant. However, sometimes these systems become dysfunctional, failing to screen out unimportant stimuli, leaving us overwhelmed with sensory overload that can have cascading effects impairing cognition and emotion. Other times these brain sensory modulatory systems can fail by honing in on a particular stimulus and over-focusing on it, causing cascading cognitive and emotional impairment, such as occurs in misophonia. Just as we can develop bad habits of action that are maladaptive, we can develop bad habits of sensory processing that are maladaptive. Overcoming these habits can be hard because they become programmed in brain systems that are difficult to consciously control. But just as bad habits of action can be overcome, we are convinced that bad habits of sensory processing can also be overcome. It is just a matter of finding the right approach. We and other researchers are studying brain systems involved in sensory modulation to determine how to best develop therapy for sensory processing disorders.

Histamine, in addition to being a chemical that controls nasal and stomach acid secretions and itch responses also serves as a transmitter between neurons in the brain. We have found that brain histamine systems play important roles in sensory responsivity. In preclinical studies we have shown that a certain type of antihistamine treatment can help reverse sensory gating impairments. In an initial clinical study with people who have difficulty modulating their sensory responsiveness, antihistamine treatment improved sensory screening without producing sedation. This initial study was in people with general sensory over-responsiveness. Further research is necessary to see if this approach could provide useful therapy for people with more specific sensory over-responsiveness such as with misophonia. We hope to determine if this approach with drug treatment can open a space in which the misophonia is relieved so that therapy to overcome the maladaptive sensory processing can have lasting success.

If you are interested in this study, you can donate to the Duke University Sensory Processing and Emotion Regulation Program. Edward Levin, Ph.D. will be collaborating with Zachary Rosenthal, Ph.D.

Click here to Donate to this program (and, this study).

September 15, 2016 0 comment

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