Giving feedback can be difficult to get right. It can be quite a challenge to offer suggestions in a way that isn’t condescending but can be clearly understood. However, constructive feedback is essential if a mentee is to make progress and continual improvement.
Constructive feedback gives us the tools we need to grow and improve, but it needs to be presented in an empathetic way. Feedback can easily get lost in translation if the way you communicate it doesn’t fit the other person’s personality. Making the effort to adapt your communication style and offering feedback in a way that helps the other person can make all the difference.
One of the key drivers in providing effective feedback is personality. By trying to understand your mentee’s personality you will be able to frame your feedback to fit the other person’s preferences. Making the effort to learn how to adapt your feedback to suit your mentee’s personality can mean the difference between upsetting someone and helping them flourish.
Using a framework called DISC to classify personality types there are broadly four personality categories which we refer to, namely, D (dominance), I (influence), S (steadiness), and C (conscientiousness).
The differences between these types are extremely important in determining your approach feedback conversations.
D Personality Types: The Winner
Giving Feedback to D Types
Keep feedback straightforward and direct. Avoid talking around the issue. Directly address any concerns, challenge them to do better and help them work toward their goals. Make sure you offer concrete examples, so they understand what is being asked of them.
Use phrases such as:
I want to challenge your thinking on this…
Here’s how it compares to the others…
Let’s go back to the goal we started with…
Do you want to take this feedback and try again?
Be too gentle in your criticism.
Focus too much on process.
I Personality Types: The Enthusiast
Giving Feedback to I Types
Optimistic, people-oriented I-types tend to appreciate when feedback is presented in a conversation. Help them feel comfortable by asking them questions or sharing what was good about their performance before diving into discussing anything negative. Make sure they have an opportunity to share their perspective and try to wrap up the meeting with something positive.
Try using phrases such as:
This is only my opinion…
What motivated you to do this?
Let’s go through the weaker parts together…
What have the others said so far?
Expect them to diagnose problems on their own.
Be too rigid in the expected results.
Require them to provide their own next steps.
Discourage their creativity.
S Personality Types: The Peacekeeper
Giving Feedback to S Types
Patient, sensitive S-types generally prefer feedback which addresses what they do well in addition to discussing necessary improvements. They like to be appreciated for their hard work and will likely feel dejected if it goes unacknowledged. Avoid being overly harsh or serious in tone; instead, focus on presenting feedback in a gentle, patient way. Offer to help in areas where it may be needed.
Try using phrases such as:
I think you did very well there but to take it to the next level…
Would you be happy to have some help on this?
You clearly put a lot of time into this…
Ask for all of their reasons for doing something.
Use competition as a motivator to improve.
Use an overly serious tone.
Be too intense in your critique.
C Personality Types: The Analyst
Giving Feedback to C Types
Detailed, analytical C-types tend to prefer feedback to be clear and specific. If you’re going to present a problem to C-types, make sure you work with them toward potential solutions; give them a chance to share ideas they may have. Focus on following a logical order within the meeting and avoid bringing in personal details, which may cause a loss of objectivity.
Use phrases such as
How did you arrive at this solution?
This is the part that we specifically need to address…
How would you do this differently?
Let’s go through this logically…
Lose focus when they explain their thinking.
Make things personal rather than objective.
Question their ability.
Be open-ended with your opinions.