Navigating workplace feedback can be a bit like tiptoeing through a minefield—we all have opinions, but the fear of how it will be received often holds us back. Will it be welcomed, shrugged off, or met with hostility? Building a team that excels in providing and receiving feedback is a journey worth undertaking. Successful teams have honed the art of constructive criticism, practicing it regularly and integrating it seamlessly into their dynamic.
When it comes to giving feedback, personal confidence and cultural backgrounds play a significant role in shaping our approach. Even positive feedback can be a tricky terrain to navigate. However, there are universal strategies that prove effective, such as being mindful of body language and gauging the recipient’s willingness to receive feedback. Understanding DiSC® styles adds another layer to this dynamic.
Each DiSC style brings its own set of preferences and fears when it comes to feedback. Acknowledging and respecting these differences is key to delivering targeted and impactful feedback.
Here’s a breakdown of how to tailor feedback for each DiSC style:
D Styles:
- Remember: They fear losing control, being taken advantage of.
- Be direct and concise.
- Offer suggestions and be open to theirs.
- Ask “what” questions to understand their goals and plans.
- Show confidence in their abilities.
- Compliment them directly and promptly.
i Styles:
- Remember: They fear rejection, loss of approval.
- Provide feedback in a casual setting.
- Emphasise how suggested changes benefit them.
- Allow time for them to express thoughts and feelings.
- Ask about their motivation for actions or changes.
- Praise them publicly.
S Styles:
- Remember: They fear losing security, sudden change.
- Be specific and offer concrete examples.
- Explain how changes contribute to long-term stability.
- Propose a follow-up discussion to give them time to process.
- Ask if structural changes would ease the transition.
- Ask for their ideas and praise them privately.
C Styles:
- Remember: They fear criticism of performance, lack of standards.
- Review expected results to ensure alignment.
- Be specific and factual in your feedback.
- Refer back to agreed-upon standards.
- Allow time for them to think and commit to changes.
- Compliment them privately and specifically.
“Feedback is a gift. Ideas are the currency of our next success. Let
people see you value both feedback and ideas.”
— Jim Trinka and Les Wallace
Responding to feedback is an art in itself, and understanding each DiSC style can enhance this process:
D Styles:
- Focus on results.
- Accept their bluntness without taking offense.
- Remain business-like.
- Ask “what” questions for specifics.
- Provide examples of changes made based on their feedback.
i Styles:
- Focus on influence and sociability.
- Show enthusiasm for their suggestions.
- Ask “who” questions to understand impact.
- Be informal and ready to brainstorm.
- Thank them sincerely.
S Styles:
- Focus on stability and relationships.
- Be methodical and respectful.
- Ask “how” questions for improvement.
- Probe for task-related specifics.
- Express sincere appreciation.
C Styles:
- Focus on quality.
- Be business-like and respect their expertise.
- Ask “why” questions to understand their perspective.
- Offer options and back up choices with data.
- Summarise verbal feedback in writing.
Before offering feedback, it’s crucial to evaluate its value. If the feedback isn’t constructive or if the recipient has no control over the suggested changes, it might be best to refrain. Additionally, avoid providing feedback in emotionally charged situations or if you lack the time for a meaningful dialogue. Criticism without constructive suggestions should also be avoided.
For a deeper understanding of conflict resolution and improved feedback skills, consider taking the Everything DiSC Productive Conflict assessment. If your team is grappling with feedback issues, the Five Behaviours Team Development report is a recommended solution.
Remember, effective feedback is a gift that, when embraced, leads to personal growth and problem-solving. Let’s foster a workplace culture where feedback is not only welcomed but cherished.
The Fruitful Toolbox are Authorised Partners of Everything DiSC and The Five Behaviours. To learn more about DiSC, find out how to contact us here.
