Soliciting feedback in the workplace is crucial for continuous improvement and progression. For those with a Driving Style, the approach and manner in which feedback is sought, given, and received can significantly impact its efficacy. This guide outlines a direct, straightforward method suitable for Driving Style individuals, complete with real-time workplace examples and suggestions based on their behavior according to the SOCIAL STYLE Model™.
Before diving into the feedback process, it’s essential to understand the Driving Style characteristics. These individuals are goal-oriented, logical, and highly value achievement and efficiency. They might not prioritize interpersonal relationships as much as accomplishing results. Keeping this in mind will tailor your feedback solicitation efforts effectively.
Soliciting Feedback: The Direct Approach
- Be Direct and Objective: Begin by being upfront about your need for feedback. A statement like, “I’m seeking your direct input on how to enhance our project’s efficiency,” aligns with their appreciation for straightforwardness and focuses on result-oriented dialogue.
- Emphasize the Purpose: Clarify that your motive is to achieve broader objectives and improve performance. For example, “Your insights are valuable to refine our strategy and achieve our quarterly goals faster.”
- Ask Open-Ended Yet Focused Questions: While Driving Style individuals appreciate directness, opening the floor with questions targeted at specific outcomes can be more productive. “What changes do you believe will expedite our current project’s timeline?” is a direct yet open-ended question that allows for specific feedback without meandering into less relevant areas.
- Prepare for Direct Feedback: When soliciting feedback, be prepared for candid responses. A Driving Style individual might say, “If we cut down on unnecessary meetings and streamline our decision-making process, we could boost our productivity by 20%.”
Example of Real-time Workplace Feedback with Driving Style:
Scenario: During a project review meeting, a manager with a Driving Style seeks feedback on improving team performance.
- Manager: “Based on our current progress, what immediate changes do you recommend to ensure we meet our deadline?”
- Employee: “Allocating resources more efficiently could help. Specifically, assigning additional support to the design phase could reduce our turnaround time by several days.”
This interaction is typical of a Driving Style exchange – direct, objective, and focused on results.
Examples for Soliciting Feedback with Driving Style People:
“Let’s prioritize actionable feedback that enhances our outcomes. I need specifics to implement effective changes.”
“While I appreciate broad feedback, let’s drill down to concrete actions. What exactly can we improve in the next phase?”
“Efficiency is key for us. How can we streamline our process further based on your observations?”
For those with a Driving Style, soliciting and receiving feedback is an integral part of their professional development and contribution to organizational success. By adopting a direct approach, emphasizing the purpose behind the feedback, and encouraging focused dialogue, Driving Style individuals can effectively harness insights to drive results. Remember, the goal is always to facilitate improvement in the most efficient manner possible, keeping in line with the Driving Style’s core attributes.
