It’s a well-established fact that teams do better when members are free to give and receive feedback from one another. Feedback is a gift, because it allows the receiver to see their behavior as others see it. But giving feedback can be tricky, especially if it could be taken the wrong way.
Great communicators know what we say is greatly influenced by how we say it.
That’s where knowledge of DiSC is a huge help. Why? Because each DiSC style has a different fears including receiving feedback. Feedback implies a need for change, and this can stir up personal fears and insecurities for each style.
Use these tips to give feedback that’s more easily understood and accepted by those around you.
GIVING FEEDBACK TO THE D-STYLE
The D style fears losing control or being taken advantage of. So…
Be direct and brief.
Offer suggestions and listen to theirs.
Ask “what” questions like "What are you trying to achieve? What are your plans?"
Show confidence in their abilities.
Keep in mind that they may respond brusquely - this doesn't mean that they are angry or are rejecting your feedback.
GIVING FEEDBACK TO THE i-STYLE
The i style fears rejection or loss of approval. So…
Provide feedback in a casual setting.
Highlight how the change you are suggesting will benefit them.
Allow them time to verbalize their thoughts, feelings, ideas.
Ask about their motivation for taking an action or making a change.
Keep in mind that they may need to respond emotionally before they can really hear your feedback.
GIVING FEEDBACK TO THE S-STYLE
The S style fears conflict or sudden change. So…
Be specific and offer concrete examples.
Explain how changes will increase stability over the long run.
Offer to discuss the issue again later to give them time to think.
Ask if a change in structure or policy would make change easier.
Keep in mind they may become mildly emotional, so be patient as they take the time to digest the feedback. They may also need to review your feedback with others before they can accept it.
GIVING FEEDBACK TO THE C-STYLE
The C style fears criticism of their performance or lack of standards. So…
Be specific and factual. Bring the data.
Review expected results to be sure you’re in alignment.
Ask how they plan to make changes and what support they’ll need.
Refer back to agreed upon standards or best practices.
Keep in mind they will need time to think over your feedback and commit to any changes. If they act reserved or quiet, this is normal; they are processing the information.
Once you have a better understanding of how each DiSC style prefers feedback, then the path to positive chemistry becomes much easier to navigate.
This is great, but how do I get better at receiving feedback?
Good question! Stay tuned next week as we look at the other side of feedback – receiving it. We’ll show you how to accept feedback in a way that’s productive and compatible with your personal DiSC style so you feel emotionally safe and empowered within either role.
Dial up your team's chemistry and effectiveness with one of our workshops!
CURRENT FOCUS TOOLS WORKSHOPS
Would you like to create more safety and trust within your team or organization?
Develop your emotional intelligence and safely navigate outside your comfort zone with our DiSC Agile EQ workshop!