We might love to offer our opinions, but providing feedback in the workplace isn't always easy. We wonder if it's really wanted, if it will be accepted, or if it will be acted upon. Will the recipient be thankful, accepting, cold, hostile, or punishing? The best teams can help each other give honest feedback and even seek out productive conflict. They've practiced giving and receiving feedback, assumed positive intent, and established explicit rules for how it should be delivered. Their feedback is frequent, ongoing, and normal. 
person's own confidence and cultural background can influence how they prefer to give and receive feedback, even positive feedback. There are feedback suggestionsthat work for almost all of us, such as watching our body language and asking if someone wants feedback before giving it. DiSC styles also matter. 
Each DiSC style has differing goals and fears regarding feedback, implying a need for personal change. Here are some tips on how to provide feedback tailored to each DiSC style: 
D Styles (Dominance): 
- Remember: They fear losing control and being taken advantage of. 
- Be direct and brief. 
- Offer suggestions and listen to theirs. 
- Ask "what" questions. What are you trying to achieve? What are your plans? 
- Show confidence in their abilities. 
- Understand that they may respond brusquely, but it doesn't necessarily mean they're angry or rejecting your feedback. 
- Recognise that they enjoy competition and respond well to stretch goals. 
- Compliment them directly and immediately. 
I Styles (Influence): 
- Remember: They fear rejection and loss of approval. 
- Provide feedback in a casual setting. 
- Highlight how your suggested changes will benefit them. 
- Allow them time to verbalise their thoughts, feelings, and ideas. 
- Ask about their motivation for taking action or making a change. 
- Understand that they may need to respond emotionally before taking action on your feedback. 
- Remember that they have a need to express themselves. 
- Praise them publicly. 
S Styles (Steadiness): 
- Remember: They fear losing security and sudden change. 
- Be specific in your feedback 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. 
- Know that they may become emotional, so be patient as they process the feedback. They may also need to review your feedback with others before accepting it. 
- Ask for their ideas and give them plenty of time to answer. 
- Offer sincere praise in a private setting. 
C Styles (Conscientiousness): 
- Remember: They fear criticism of performance and lack of standards. 
- Review expected results to ensure alignment. Be specific and factual. 
- Ask them how they plan to make changes and what support they'll need. 
- Refer back to agreed-upon standards or best practices. 
- Provide them time to think over your feedback and commit to any changes. 
- Know that they might have an emotional response, though it may not be visible. If you think you might have hurt them, you need to ask. 
- Encourage them to help define quality standards. 
- Compliment them privately and be specific. 
How to Respond to Feedback from Each DiSC Style 
Good feedback is a gift if it allows us to see through our own blind spots or better understand the consequences of our behaviors on others. Here's how to respond to feedback from each DiSC style: 
D Styles (Dominance): 
- Focus on results. 
- Accept their bluntness - they aren't trying to be rude. 
- Remain businesslike. 
- Ask "what" questions to get at specifics. 
- Show your desire to achieve results. 
- Provide examples of changes made as a result of their feedback. 
I Styles (Influence): 
- Focus on issues of influence and sociability. 
- Show enthusiasm for hearing their suggestions and observations. 
- Ask "who" questions to understand the impact. 
- Be informal, casual, and ready to brainstorm ideas. 
- Thank them for sharing with you. 
S Styles (Steadiness): 
- Focus on stability and relationships. 
- Be methodical and respectful. 
- Ask "how" questions to explore improvement options. 
- Ask if you can follow up with them later about changes you're making. 
- Show sincere appreciation for the feedback. 
C Styles (Conscientiousness): 
- Focus on quality. 
- Be businesslike and respect their knowledge and expertise. 
- Ask "why" questions to understand the rationale. 
- Offer options and data to support your choices. 
- Summarize verbal feedback in writing. 
How to Decide if You Should Give Feedback 
In the world of feedback, one truth stands out: it's most effective when it's been requested. When individuals actively seek feedback, they are not only more prepared to receive it, but also more likely to act upon it, turning it into a valuable tool for personal and professional growth. 
In conclusion, understanding the DiSC styles and tailoring your feedback approach can foster more effective communication and growth within your team. Providing and receiving feedback is an essential aspect of personal and professional development. By following these guidelines, you can navigate the challenging terrain of feedback in the workplace and help everyone thrive. 

🌟 Discover Your Unique Behavioural Style! 🌟 

Unlock the Power of Self-awareness with Our DiSC Assessment! 
📈 Get Your 40-Page DiSC Report + 45 Min Debrief for ONLY £99! 
🔍 What You'll Gain: 
✅ Identify Your Own Behavioral Style 
✅ Recognise Other Styles 
✅ Master Effective Communication 
✅ Enhance Personal and Professional Relationships 
📥 Download a Sample Report NOW to See the Insights! 

🌟 Special Offer 🌟 

Discounts Available for Groups of 6 or More Assessments! 
Reach Out Today with Your Requirements and Save Even More! 
Don't Miss This Opportunity to Understand Yourself and Others Better. Start Your DiSC Journey Today! 
Share this post:
Our site uses cookies. For more information, see our cookie policy. Accept cookies and close
Reject cookies Manage settings