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Strength Based Feedback
Strength based feedback
Managers and supervisor are required to give performance feedback to their staff on an annual basis. Without feedback, we cannot improve. It is vital to receive feedback on our performance to either make our performance better or correct behaviors. One method that managers are utilizing is strength based feedback. What exactly is strength based feedback and what are some tools to use?
Strength Based Feedback is loosely defined as communication to enhance behavior for continual growth of one’s strengths to reach maximum potential or a defined outcome. In short, identify the weaknesses but focus on building your strengths.
We must understand what is feedback is to utilize it effectively. Feedback at its simplest form is communication. There are three types of communication that gives feedback to others: Verbal, Written, and Body Language. A great leader will effectively utilize all three forms.
Supervisors and employees usually must go through an annual appraisal process. Performance bonuses and raises are normally tied hand-n-hand with annual appraisals. Most do not want to go through this process but understand it is part of the normal business cycle. How do we improve this process to make it better for the employee, the supervisor, and the organization? How do we give strength based feedback to enhance or modify behavior for the greater good?
Tool to Use
One tool that everyone can use the DISC Model of Human Behavior. DISC was originally presented in 1928 by Dr. William Marston. DISC gained popularity due to its simplicity and of having only two sets of opposing traits. The two sets of opposing traits are Outgoing or Reserved and Task-Oriented or People-Oriented.
In the Figure here, we can see how the two sets overlap to form 4 quadrants, each giving defined traits for an individual. The goal of DISC is for an individual to better understand themselves so they can better understand others. For example, a D-type personality is direct, demanding, decisive, determined. Their opposite, but required balance trait, is a S-Type personality. Those traits are Stable, Steady, Sweet, Status-quo, Shy. Those are two diverse types of people. If the supervisor is D-type, more than likely they are high strung and “go go go” all the time. Give me the facts, decide and go! However, the S-type trait is more “How are you doing?”, “What can I do for you?”, “What can I do to help you?” They need more understanding a why we do something as opposed to do it now because I said!
Key elements of strength based feedback
Key elements in giving strength based feedback include:
- Identify employee’s strengths
- Provide positive feedback
- Encourage employees maintain or improve their strengths
- Highlight how employee strengths can generate success
The leader has the responsibility to discover and develop their own strengths as well as those they supervise. Initially, feedback should help identify a team member’s strengths and weaknesses. Once the identification of their strength is made, the ongoing feedback begins. The general rule of thumb is to give three positive points to each one negative. This will ensure the feedback session stays in positive tone.
Some ideas to give strength based feedback include adopting this approach as the primary means of providing feedback. In addition, closely link any negative feedback to their skills and knowledge rather than their talents, and use it to manage talent weaknesses. Also, you make sure the person providing the feedback is familiar with the job requirements and employee. Being in a position of not knowing one or both is detrimental to all involved. Ensure you have an appropriate setting to give formal and informal feedback. This action will serve you and the employee well. As a result, it shows that you are sensitive to their privacy as well as their growth personally and professionally within the organization. Finally, give the feedback in a considerate and appropriate manner.
Continue to use the three methods of communication to give formal and informal feedback to your team. Continue to encourage employees to maintain or build their strengths through performance management. What is the best way to influence worker performance? One example is through the Evaluator Affect which is a repeating cycle of observation, diagnosis, evaluation, and feedback.
I recently had the opportunity to introduce DISC tool to a Master’s level College of Business cohort at the University of Texas at San Antonio. The cohort is introducing and developing business skills to non-business undergraduate degree students. The students received the DISC information well and they had high interaction on the case studies. The exercises were valuable in showing how to use DISC in relation to the evaluator affect on giving strength based feedback.
Final Thoughts
Finally, the students learned about strength based feedback and DISC. They have a tool to use when they get into the workplace as a supervisor or employee. This provides them a better way to communicate with peers, supervisors, and customers in giving and receiving strength based feedback. It is a win-win for everyone including the organization.
Consequently, winning for the organization is a good thing, when the people within the organization are winning as well. People can build upon their strengths, identify their weaknesses, and continue to grow themselves and the organization.
To learn more about DISC, get your DISC self-assessment and see what your traits are to better understand your strengths and develop the leader within yourself.