Beyond the Echo Chamber: Harnessing Diverse Feedback for Professional Growth
Feedback often functions as a window to diverse viewpoints, breaking the echo chamber where our own biases and familiar opinions reverberate. When it comes from those we frequently disagree with or don’t see eye-to-eye, it pushes us beyond our comfort zones, challenging us to see ourselves through an unfamiliar lens. This exposure to differing perspectives is not just enlightening but crucial; it drives us to confront and refine the weaknesses in our behaviors and strategies that might otherwise remain hidden. Such transformative feedback is invaluable, providing significant insights and fostering personal and professional growth in ways that echo-chamber feedback never could.
The true utility of feedback lies in its diversity. Hearing from a broad spectrum of voices—whether they come from a critical colleague or a supportive mentor—equips us with a more rounded understanding of our actions and their impacts. Occasionally the way the feedback is shared can overwhelm. By focusing on the message rather than the messenger, and by understand the typical feedback provided by different DISC preferences we can extract and apply valuable insights from even the most challenging feedback. Embracing this wide range of inputs is essential for developing adaptability and fostering innovation, traits that are increasingly vital in navigating today’s dynamic work environments.
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A Three-Step Practical Guide to Receiving and Utilizing Feedback
?1. Listen with Purpose: We typically listen to reply, and especially when it comes to receiving feedback listen to defend. Try something new; approach each feedback session with the intention to understand, not immediately refute or agree. Active listening involves not just hearing the words but absorbing the meaning behind them. This means paying attention to non-verbal cues, maintaining eye contact, and perhaps most importantly, keeping an open mind to the perspectives being shared. Once the person has finished a statement of comment, reply “what I’m hearing is …” and then summarise what you have heard. No need to agree or disagree, listen.
?2. Engage to Explore: After listening, engage with the feedback by asking clarifying questions again with the objective of discovering or uncovering new perspectives, not to agree or disagree. This step is crucial for ensuring that you truly understand the points being made and for demonstrating your interest in improving. It’s also a chance to explore the feedback deeper, which can be done by asking for specific examples or elaborations on general comments. This not only aids in understanding but also helps in gauging the applicability and fairness of the feedback.? If you are truly stumped in some comments, especially those made with conviction ask “why is this important to you?” to uncover their motivations or preconceptions.
?3. Develop and Deploy: The final step is find areas of agreement. Respond positively highlighting where you can find commonality of view. Then when reflecting, take what you’ve learned (even the negative) and find some truth within the comment and then put it to action. Reflect on the feedback and identify actionable items that you can realistically implement. This might involve setting personal goals, adjusting specific behaviours, or even initiating further conversations for ongoing feedback. Importantly, share your action plan with the feedback giver when appropriate, showing that their input has been valued and is being acted upon.
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By embracing these steps, you can transform any feedback session from a potentially defensive encounter into a constructive developmental dialogue. You may disagree with the content, but it is one persons view, and thus has value. This approach will not only enrich your professional life but also contribute significantly to personal development.
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Now let’s add something more to the mix – DISC profile style feedback
Understanding the DISC profile of the person providing feedback can be invaluable, as it helps tailor your reception perception and interpretation of their insights to your mutual benefit. DISC profiles shed light on communication styles, priorities, and perhaps why certain aspects of your performance might stand out more to the feedback giver. For instance, someone with a high 'D' (Dominance) might focus purely on results and effectiveness, possibly critiquing aspects they perceive as inefficiencies especially where this are relationship based. Knowing this can help you contextualize their feedback and respond more effectively, aligning your action steps not just with the feedback itself but with the communicator's inherent style and expectations. This awareness turns the reception of feedback into a strategic engagement, where understanding meets adaptation, enhancing both personal growth and interpersonal dynamics.?
There are two ways to utilize the following
(1) as a feedback receiver, understanding how the DISC profile of your Boss may impact their style and content.
(2) as a feedback giver, to understand how your style of giving feedback is influenced by your DISC preferences, and how this may be perceived by the receiver
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Receiving Feedback Across DISC Styles: Understanding, Assessing, and Adapting
Feedback from D Styles (Dominance):
What to Look For: D styles prioritize results and efficiency. Their feedback will likely be straightforward, focusing on outcomes and improvements needed to achieve specific goals. They tend to be blunt and direct, which can be perceived as harsh but is generally intended to be constructive.? Thus feedback from D styles should be clear and actionable. Their focus is outcomes and WHAT needs to be done, to achieve a result. It will often contain specific guidance on what needs to change to enhance performance or efficiency. Assess this feedback based on its clarity, relevance to objectives, and the practicality of the suggestions.
How;?? D styles typically structure their feedback in a straightforward, no-nonsense manner. They focus on what needs to change to achieve better results and may deliver their feedback in a blunt or assertive tone. Expect them to prioritize effectiveness and end goals over process or feelings. In terms of content, they’ll likely highlight areas where they perceive a lack of control or decisiveness or speed. When preparing, they might not invest much time in gathering data, trusting gut feel, nor will they consider softening their approach and will expect quick adjustments following the feedback. The direct nature of their communication can be jarring but is intended to prompt immediate action, so receiving this feedback well requires resilience and a focus on outcomes.
Benefits and Blind-spots:
- Feedback from D styles can help you focus on critical results and prioritize effectively, enhancing productivity and decision-making speed.
- D styles may overlook emotional aspects of workplace dynamics or the importance of processes and relationships. Their feedback might be too focused on results without considering team morale or collaborative processes.
- D-style feedback may be biased towards immediate results, potentially ignoring long-term growth and development. To cover these blind-spots, seek additional feedback that considers personal development and team dynamics, perhaps from S or I styles.
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Feedback from I Styles (Influence):
What to Look For: Feedback from I styles will often focus on communication, influence, and interpersonal relationships. They tend to provide feedback in a positive, enthusiastic manner, which can help in maintaining a positive motivational climate. They will look for the good in what you have done.? Good feedback from I styles should include concrete examples of how interpersonal interactions or public communications can be improved. ?I’s love to think about WHO; about the people and relationships involved and how that plays out. It should be encouraging yet specific enough to guide meaningful changes.
How; I styles bring a more engaging and enthusiastic approach to giving feedback. They focus on how behaviours influence others and the overall group dynamics. Their feedback often includes suggestions for enhancing personal or team influence and might be delivered in an informal, conversational style, often lacking in preparation. When preparing they consider the social implications of the feedback and strive to maintain a positive relationship with you throughout the process. If they follow up, they might check in to see how positively the feedback was received and to brainstorm additional ideas. This style can make feedback feel more like a dialogue, which can help in easing the reception of potentially challenging insights, if these are not overlooked.
Benefits and Blind-spots:
- I styles can provide insightful feedback on improving communication, influence, networking, and team engagement, vital for roles requiring strong interpersonal skills.
- They might neglect outcomes, more analytical or detailed aspects of job performance, focusing too much on sociability or popularity.
- Feedback from I styles might be overly optimistic, overlooking critical flaws or areas needing improvement. It may also be general in nature lacking specific examples. To balance this, seek feedback that includes analytical depth and objective performance metrics, likely from C styles.
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Feedback from S Styles (Supportive):?
What to Look For: S styles focus on stability, support, and team dynamics. Their feedback is often delivered methodically and with great respect for the recipient's feelings. It may avoid or down-play negativities to ensure harmony is preserved. Effective feedback from S styles should provide insights into team dynamics and how your actions affect team cohesion and stability. S’s typically like to know WHY and will dig into why things occur focussing on networks and relationships. It should be balanced, supportive, and aimed at long-term stability.
How; S styles provide feedback in a thoughtful, supportive manner, emphasizing how changes can benefit team harmony and stability. They prepare carefully, often scripting or rehearsing feedback to ensure it is clear and non-confrontational. Their feedback typically focuses on processes and team interactions, suggesting ways to enhance collaboration and consistency. Follow-ups are gentle and supportive, aimed at ensuring the individual feels valued and understood. This methodical and considerate approach can help in mitigating anxiety and resistance, making it easier to accept and implement the feedback.
Benefits and Blind-spots:
- Feedback from S styles is crucial for understanding the impact of your work on team morale and cohesion.
- S styles might avoid giving tough feedback that could disrupt harmony or be too gentle in their critiques, which could lead to important issues being glossed over.
- Since S styles may underemphasize the need for change to maintain stability, complement their feedback with perspectives that push for innovation and adaptation, potentially from D or C styles.
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Feedback from C Styles (Conscientiousness):
What to Look For: C styles provide feedback that is detail-oriented, focusing on quality and adherence to processes. They value precision and can offer deep dives into issues that are often overlooked.? High-quality feedback from C styles will include detailed analysis and suggestions based on thorough knowledge and data. C’s love to focus on HOW, on process and precedent. ?It should help in enhancing processes and product quality based on what’s being done now.
How; C styles deliver feedback with a focus on precision and detail, adhering closely to established standards and processes. Their feedback is well-prepared, often accompanied by data or examples to substantiate their points. They communicate in a structured way, focusing on what improvements are needed and why they are important from a quality or efficiency standpoint. Follow-ups are likely to involve a review of the changes implemented to ensure they meet the expected standards. This detailed and systematic approach can be highly informative but may feel overly critical or nit-picky, requiring an appreciation for thoroughness and accuracy when receiving their feedback.
Benefits and Blind-spots:
- C-style feedback can significantly improve your attention to detail and process optimization; it will be thorough and well supported with evidence.
- C styles may focus too much on minor details or seeking perfection, potentially stifling creativity or rapid decision-making or even achieving results.
- C-style feedback might be overly critical of deviations from established norms; don’t take this criticism personally. To counteract this, incorporate feedback that values innovation and flexibility, which might come from I or D styles.
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Understanding the DISC profiles of those who provide feedback can greatly enhance the reception and application of their insights. Recognizing whether feedback comes from a Dominance, Influence, Supportiveness, or Conscientiousness style can help tailor your response and implementation strategies, ensuring you maximize the benefits while minimizing the biases inherent in each style. By adapting to the communicator's style, you can engage more effectively, turning every piece of feedback into a constructive opportunity for personal and professional development. This approach not only improves individual performance but also strengthens interpersonal relations and fosters a more productive and harmonious work environment.
Les Buckley August 2024
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