How DISC Makes Feedback Clear and Useful
If you’ve ever had a tough time giving feedback to a colleague or team member, you’re not alone. In fast-paced workplaces from West Hollywood to Burbank, Beverly Hills, Culver City, Glendale, and Santa Monica, feedback is a constant part of your workday. But not all feedback lands the way you hope. The DISC model can help you shape feedback so it’s actually heard-and acted on-by anyone, no matter their personality style.
Why the DISC Model Matters for Feedback
DISC is a simple tool that helps you understand how people approach work, communication, and even challenges. Each person fits into one of four main styles: D (Dominance), I (Influence), S (Steadiness), and C (Conscientiousness). When you know which DISC style you’re communicating with, you can tailor your feedback so it’s clear, motivating, and constructive.
- D (Dominance): Direct, results-focused, wants quick feedback
- I (Influence): Social, enthusiastic, responds to positive encouragement
- S (Steadiness): Calm, dependable, appreciates reassurance
- C (Conscientiousness): Detail-oriented, values accuracy and logic
The takeaway: When you match your feedback style to the person’s DISC profile, your message becomes easier to understand and more likely to inspire change.
How to Use DISC for Better Feedback
Here’s how you can use DISC in your feedback conversations, whether you work in an office near the Sunset Strip or manage a remote team spread from Glendale to Santa Monica:
- Know Your Own Style First: Take a quick DISC assessment to see your own strengths and blind spots when it comes to giving feedback.
- Pay Attention to Clues: Notice how your coworkers communicate. Are they fast movers? Do they ask a lot of questions? Are they people-focused? These clues can point to their DISC style.
- Shape Your Message: For a D-style colleague, keep feedback short and focused on results. For I-styles, share feedback in a friendly, supportive way. With S-types, be patient and offer reassurance. For C-types, back up your feedback with facts and details.
- Check for Understanding: Ask questions to make sure your feedback was understood. Adjust your approach if you’re not getting the response you expect.
Try this next time: Before your next feedback conversation, jot down a few notes about the other person’s likely DISC style and plan your approach accordingly.
Real-World Examples from Local Teams
Professionals from all over the LA area have put DISC to the test. Maybe you’ve driven through Beverly Hills or commuted from Burbank and noticed how different teams handle feedback. Here are some examples:
- Marketing Team in Culver City: They use DISC profiles to prep for review meetings, making sure feedback is tailored to each member’s style. The result? Less confusion and more action after every meeting.
- Sales Leaders in Glendale: They deliver praise and constructive criticism in ways that energize their outgoing team, while still supporting quieter, detail-oriented staff.
- Creative Agencies in Santa Monica: They keep feedback positive for their I-style designers and give direct, bullet-pointed notes to their D-style project managers. This helps keep creative projects moving smoothly.
Tip: Try asking your team if they’d like to take a DISC assessment. You can use the results to build a team “cheat sheet” for communication and feedback styles.
Everyday Benefits You’ll Notice
- Less Stress: Conversations feel more natural and less tense, especially when you’re working with different personalities across Beverly Hills, Culver City, and beyond.
- Better Teamwork: People feel understood and respected, which makes collaboration easier.
- Faster Growth: When feedback is clear and motivating, people are more likely to improve and take ownership of their work.
Next step: After your next feedback conversation, reflect on what worked and what could be adjusted based on the DISC styles involved.
Putting DISC Into Practice Today
Whether you’re leading a meeting in West Hollywood or connecting with partners in Santa Monica, DISC gives you a framework for making feedback work. The more you practice, the more you’ll see your team’s communication-and results-improve.
- Start by taking a DISC assessment yourself
- Encourage your team to do the same
- Test out new feedback styles and ask for input-see what works best for each person
You don’t need to be an expert in psychology. With a little practice and attention to DISC, you’ll find that feedback becomes something your team looks forward to-no matter where you are in the LA area.