How to Give Effective Feedback to Different Personality Types
Kristin Emerson
Training Director
How to Give Effective Feedback to Different Personality Types
Key Takeaways:
- Feedback is most effective when tailored to a person’s personality and communication style.
- The DISC model helps leaders adapt feedback to Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C) styles.
- Positive and negative feedback should be approached differently for each DISC type to maximize impact.
- Leaders who adjust their communication to all personality types can use feedback to improve trust, motivation, and workplace performance.
Table of Contents
- The importance of giving workplace feedback based on DISC personality types
- Effective feedback for D-style personalities
- Effective feedback for I-style personalities
- Effective feedback for S-style personalities
- Effective feedback for C-style personalities
- Summary
- Conclusion: Use DISC to provide the most effective feedback
The importance of giving workplace feedback based on personality types
Feedback is one of the most powerful tools for growth, yet it can easily backfire if delivered poorly. This is likely the reason many leaders (and their direct reports!) dread performance reviews.
As a certified DISC coach, I recently worked with a client who was a precise, detail-oriented, high-achieving executive in a workplace culture dominated by warm-hearted, enthusiastic, people-oriented teams. She was struggling with higher-than-average turnover on her immediate work team. Our coaching conversation revealed that her precise nature extended to her feedback to direct reports, including formal, multi-page written documentation of anything that seemed to need improvement.
Clearly there was a mismatch: my coaching client was providing the feedback the way she would want to receive it, not feedback that would speak to the individuals on her team.
Personality and communication styles in the workplace influence how people receive and respond to feedback. By considering the DISC style of the other person, you can tailor your approach and transform potentially difficult conversations into opportunities for growth and development.
My very precise and detailed client was a C-style, while most of her team members were I or S styles. While a fellow C-style would likely appreciate so much information on why and how to course-correct, her S and I-style direct reports were being confronted by what felt like an overwhelming list of criticisms with little reassurance. She needed to learn how to adjust her approach to provide openness, support, and enthusiasm along with critical feedback.
Research shows that employees are more likely to act on feedback when it aligns with their preferred communication style. Adapting feedback to different personality and communication styles in the workplace not only improves performance but also strengthens relationships, increases trust, and reduces conflict.
Effective feedback for D-style personalities
D-styles (Dominance) are direct, results-oriented, and competitive. They value efficiency and achievement.
Giving positive feedback
- Be specific and direct.
- Focus on results and accomplishments more than effort.
- Tie praise to future opportunities or challenges.
- Avoid excessive detail or over-explaining.
Example: “Your leadership in closing the project two days early saved us time and money.”
Giving Negative Feedback: Those with primary D-styles can typically handle relatively blunt constructive criticism. They can see a “compliment sandwich” a mile away and usually don’t need or appreciate the approach.
- Be direct, factual, and concise.
- Emphasize the business impact of the behavior or outcome.
- Offer solutions and a clear path forward.
- Avoid being overly emotional or vague.
Example: Critical Feedback for the D-Personality Type:
Instead of “You were too harsh in the meeting,” try “Your tone shut down the discussion. Next time, invite input to ensure buy-in.”
Effective feedback for I-style personalities
I-styles (Influence) are outgoing, enthusiastic, and people-oriented. They value recognition and relationships.
Giving positive feedback
- Show genuine enthusiasm and appreciation.
- Recognize both effort and creativity.
- Deliver praise publicly when possible, as I-styles enjoy group recognition.
- Highlight the positive effect on team morale.
Example: “Your energy really engaged the client. That excitement helped us win them over.”
Giving Negative Feedback: Those with primary i styles tend to fear damaging or losing relationships when someone provides criticism.
- Use a supportive and encouraging tone.
- Frame criticism in terms of team impact rather than personal failure.
- Reinforce their value to the team by offering opportunities to improve that still let them shine.
- Avoid being overly blunt, which can feel demoralizing.
Example: Critical Feedback for the I-Personality Type:
Instead of “You’re too careless. You need to stop being so disorganized,” try “I appreciate the creativity you brought to the presentation, but I noticed some of the data points weren’t accurate. That made it harder for the client to follow along. Next time, let’s pair your energy with a detailed review checklist before presenting.”
Effective feedback for S-style personalities
S-styles (Steadiness) are patient, dependable, and cooperative. They value security, stability, and teamwork.
Giving positive feedback
- Provide consistent, sincere recognition.
- Acknowledge their loyalty, reliability, and support of others.
- Use private, thoughtful conversations rather than big public displays.
- Emphasize how their contribution fosters team harmony.
Example: “I appreciate how you stayed late to help your colleague. Your consistency makes a huge difference to the team.”
Giving Negative Feedback: Those with primary S style may take critical feedback personally. It’s helpful to provide reassurance that the feedback is intended to support their work, not to attack them personally.
- Use a gentle, patient approach.
- Provide reassurance that the relationship is not at risk.
- Be specific about changes needed, but avoid overwhelming them with too much at once.
- Offer guidance and ongoing support.
Example: Critical Feedback for the S-Personality Type:
Instead of “What happened? Your report is 2 days past due!” try “I noticed delays in getting your report ready. Let’s create a step-by-step plan together so it feels manageable.”
Effective feedback for C-style personalities
C-styles (Conscientiousness) are analytical, detail-oriented, and systematic. They value accuracy and quality.
Giving positive feedback
- Recognize their expertise, accuracy, and commitment to standards.
- Highlight how their precision benefits the bigger picture.
- Provide praise in a measured and thoughtful way, not overly emotional.
- Share feedback in writing when appropriate, as they appreciate documentation.
Example: “Your attention to detail in the compliance report prevented a costly error. That level of precision protects the company.”
Giving Negative Feedback: Those with primary C styles will expect supporting details or documentation when presented with critical feedback. They will want to know the “why” behind any proposed changes.
- Be factual and objective, not personal.
- Provide clear data, evidence, and logical reasoning.
- Avoid rushing them to change without proper analysis.
- Give time for them to process and respond.
Example: Critical Feedback for the C-Personality Type:
Instead of “Stop overthinking and just get it done,” try “Your thoroughness on reports is a real strength. For this project, though, we missed the client’s deadline because we spent extra time checking details. Next time, let’s agree on the level of detail needed up front so we can balance accuracy with speed.”
Summary
Giving feedback is not one-size-fits-all. Leaders must recognize the influence of personality on feedback and adapt their approach to different types of communication styles in the workplace.
- D-styles want direct, results-based input.
- I-styles respond to enthusiastic and people-focused recognition.
- S-styles need reassurance and supportive feedback.
- The C-style values data, precision, and logical reasoning.
By tailoring your feedback, you ensure it is heard, understood, and acted on.
Conclusion: Use DiSC to Provide the Most Effective Feedback
When leaders learn to adapt to DISC communication styles, they create stronger teams, reduce misunderstandings, and foster growth. Effective feedback is one of the most powerful tools for leadership. Aligning it with DISC ensures maximum impact.
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