Giving Feedback with DISC Without Feeling Stressed
If you’re a professional, leader, or part of a team in Rochester, you know giving feedback can feel stressful. You might worry about how a colleague in Greece will react or wonder if your message will be clear to a team member from Irondequoit. The good news is, the DISC model offers a practical way to share feedback that actually helps people grow-without that knot in your stomach.
Why Feedback Feels So Tough
Feedback is necessary, but it’s easy to get stuck. You want to help someone improve, but you don’t want to upset them. Maybe you’re a manager who dreads annual reviews, or you’re working on a project with folks from Webster or Henrietta, and need to bring up an issue. Often, the problem isn’t what you’re saying-it’s how you’re saying it.
- Direct people may think you’re sugarcoating things
- Reserved folks may feel overwhelmed by bluntness
- Outgoing team members may miss the details
- Detail-oriented colleagues may want more facts
Takeaway: One size doesn’t fit all. Understanding the communication style of the person you’re speaking to makes feedback much easier.
Quick Overview: The DISC Model
DISC is a simple tool to help you understand how people interact. There are four main styles:
- D – Dominance: Likes results, gets to the point, appreciates directness
- I – Influence: Enjoys socializing, positive energy, responds to recognition
- S – Steadiness: Prefers harmony, values teamwork, likes a gentle approach
- C – Conscientiousness: Detail-focused, logical, prefers clear facts
Tip: Knowing your own DISC profile-and recognizing others’-is the first step to more confident feedback.
How to Use DISC for Better Feedback
Here’s how you can use DISC to make feedback sessions feel less stressful and more productive, whether you’re meeting in a Rochester coffee shop or working with someone from Penfield via Zoom:
- Match Their Style: Adjust your approach based on the other person’s DISC profile. For example, use clear, direct language with a “D” style colleague, and take your time with an “S” style teammate.
- Focus on Behavior: Talk about specific actions, not personal traits. This keeps things objective and easier to discuss.
- Ask for Input: Invite the other person to share their perspective. This works especially well with “I” and “S” styles who appreciate collaboration.
- Be Clear and Kind: Even if you have tough feedback, explain what you value about their work. This helps “C” and “S” styles feel respected and understood.
Suggested Next Step: Before your next feedback conversation, jot down the other person’s likely DISC style and plan a sentence or two with that in mind.
Real-World Example: How It Works
Suppose you’re working with someone from Greece who tends to take charge and move fast. You notice they’ve missed a few key details in a report. Using DISC, you might say:
- “I appreciate how you get things moving and make decisions quickly. For this report, adding a few more details will help everyone stay on the same page. Can we review what’s needed together?”
This approach is direct but respectful, and it shows you value their strengths while offering a clear path to improvement.
Tip: Try this approach with someone on your team this week. Notice how much smoother the conversation feels.
Bringing DISC Training to Your Team
If you’re traveling for work or connecting with colleagues from nearby places like Webster, Irondequoit, Greece, Henrietta, or Penfield, DISC training can help everyone get on the same page. Many teams in the Rochester area find that a DISC workshop or assessment session opens up communication and makes feedback a lot less stressful for everyone.
- On-site workshops help your team practice real feedback scenarios
- Remote training is available if you’re spread out across the region
- Assessments give you and your team a common language for communication
Takeaway: Investing in DISC training is a smart way to make feedback conversations easier, whether you’re meeting in person or virtually.
Start Small: Try DISC with Your Next Feedback
Giving feedback doesn’t have to make your stomach turn. By using the DISC model, you can tailor your message to the person in front of you-whether they’re in your Rochester office or joining from Penfield. Next time you have feedback to share, think about their DISC style, adjust your approach, and see how much better the conversation goes.
- Focus on behavior, not personality
- Be clear but considerate
- Match your style to theirs
Immediate Tip: Pick one person you need to give feedback to this week. Identify their DISC style and adjust your conversation using the tips above. You’ll likely notice a more positive, productive outcome.