If anyone has told you “You are direct,” do you believe that is a good thing or a bad thing? The reality, of course, is that being direct is neither good nor bad, but rather depends upon your level of self-awareness and awareness of the situation in which you are communicating.
Maybe you’ve been frustrated sometimes when people don’t get to the point or take too long in making a decision. That frustration usually comes from operating with a sense of urgency and trying to be as productive as possible. Although there is nothing wrong with that, the behavior will typically come across as impatient and will NOT encourage colleagues and team members to make a decision faster. It can actually result in deteriorating trust or respect, a loss of time and productivity.
When you slow down and recognize the preferences of others and their decision-making tendencies, you can change your approach and get a much better result. Provide enough time for them to “think” it through, even though that’s not something you need.
To recognize when to be direct and when to slow down or hold back requires developing awareness of not only our tendencies, but also the awareness of ourselves in relation to others, including the people we work with, live with, and our friends and family. This level of awareness enables us to adapt to the needs of others and build more trust and respect in the process.
We tend to be more or less direct based upon our Behavior Style.
Here are some advantages and challenges of being direct:
Advantages
- Clarity: Being direct can lead to clear and unambiguous communication, ensuring that everyone understands the message.
- Efficiency: Direct communication can save time and reduce misunderstandings, as it leaves little room for interpretation.
- Problem-Solving: In situations that require immediate action or decisive solutions, directness can be beneficial.
When to be Direct
- Urgent Matters: When a situation demands immediate attention or resolution, being direct can cut through any potential delays.
- Clear Instructions: When giving instructions or guidance, clarity is crucial, and direct communication ensures that the message is understood correctly.
- Conflict Resolution: In some cases, addressing conflicts head-on with direct communication can lead to quicker resolutions.
Challenges
- Potential for Conflict: Being too direct without considering the impact on others, especially those with whom we do not have established relationships can lead to unproductive conflict or hurt feelings.
- Perceived Insensitivity: In some situations, being overly direct can come across as harsh or insensitive, especially when dealing with sensitive topics and you do not have history or time to build trust & respect.
Here are some advantages and challenges of being indirect:
Advantages
- Sensitivity: Holding back can show empathy and consideration for others’ feelings, maintaining positive relationships.
- Flexibility: Sometimes, withholding judgment or criticism allows room for creative thinking and alternative solutions to emerge.
- Building Trust: In a team, showing respect and trust by holding back on criticism or judgments can foster a positive team culture.
When to be indirect
- Emotional Topics: When discussing emotionally charged issues or providing feedback that may be difficult to hear, a more delicate approach can be more effective.
- Collaboration: In brainstorming sessions or creative discussions, allowing team members to express themselves freely without immediate critique can encourage participation and innovation.
- Relationship Building: Holding back can be important in building and maintaining positive working relationships, especially when you need to consider long-term teamwork.
Challenges
- Lack of Clarity: Holding back too much can lead to ambiguity and confusion, making it difficult for the team to move forward or make decisions, especially if you have opposing styles on your team.
- Passive-Aggression: If not handled properly, holding back can sometimes manifest as passive-aggressive behavior, which is counterproductive to team dynamics.
- Missed Opportunities: In some situations, withholding opinions or feedback may result in missed opportunities for improvement or growth.
Building self-awareness and understanding Behavior Styles allows leaders and team members to strike a balance between being direct and indirect, adapting their communication style to the specific needs of the situation and the people involved. Understanding how people are different (behavior styles) is the foundation of emotional intelligence, and critically important to elevate team and individual performance.
Sharon Andrade has been leading and transforming teams for over 30 years. She is an engaging facilitator and consultant focused on elevating individuals and teams wholly through performance improvement and personal growth.
Read more about Sharon here.
