The direct communication style
Know the four communication styles (Direct, Enthusiastic, Supportive, Cautious), and adapt your message, because it’s not what you say, but how you say it.
Some people think fast and talk fast, using direct, results-oriented language that cuts to the “bottom line.” They say it straight, factually, and quickly, sometimes sternly.
In their drive for action, however, they may value results over people’s feelings. Their feedback sometimes can feel aggressive or personal. These people may believe they know best and take the lead with force or action.
In meetings, they may have little patience for small talk and want to call out problems so they can resolve issues quickly and directly. They like it when people stick to the agenda and get through meetings efficiently while actually confronting issues.
They may get stressed out by having to keep their opinions to themselves, having their ideas or authority challenged, or having little independence.
Healthy conflict to them means calling out problems (to get to the solution), being straightforward with their opinions, acknowledging tough issues, and frank debates. Unhealthy conflict behavior looks like insensitivity, impatience, and creating win-lose situations.
In the language of DiSC, these people have the “D” or Dominant Style.
Here are ways to deal with what I call the direct communication style.
When Trying to Connect
Make efficient use of time
Focus on the topic at hand and avoid going off on tangents
Expect candor
When Problems Need to Be Solved
Be aware that they respond well to bold or daring ideas
Avoid suggesting unrealistically positive scenarios
Focus on the big picture and avoid overanalysis
When Things Get Tense
Address issues quickly and directly
Resist the urge to give in to their demands just to regain harmony
Avoid taking bluntness personally
I’ll be sending tips on the other styles in the coming days, but if you want to dive deeper, check out this resource page on the 4 Communication Styles.
