Here's how you can confidently navigate criticism and feedback as a leader.

Here is how one can confidently navigate criticism and feedback as a leader. ? Adopt a Growth Mindset ? Listen Actively ? Separate Personal from Professional ? Ask Clarifying Questions ? Stay Calm and Composed ? Express Gratitude for Feedback ? Evaluate the Feedback Objectively ? Identify Actionable Steps ? Implement Changes ? Follow Up on Progress ? Seek Continuous Improvement ? Lead by Example

The key is knowing oneself in a profound and meaningful way. Rarely do we spend enough time getting to know ourselves. The most important relationship you will ever have, is the one you have with yourself. Getting that relationship right, is key. It is an ongoing journey, so once you are committed to that work, you can consider the views and feedback from others with an educated lens. Our society has focused too much on what others think and feel. Take the comments and be quiet with them, regulate emotions, ask yourself the hard questions, take the perspective of the other and sit with it. The answer lies where the question is asked. You already know the truth. You are the expert in you.

Feedback and criticism can be a gift. I remember early on my leadership journey I received some really hard feedback. I was really hurt but the fact of the matter is, it was true. We all have areas that we need to improve on; some of those areas we are aware of, while others, we’re blind to. To this day, the feedback that I received stuck with me and changed me for the better. When you receive feedback, it’s important to remain open minded and it’s a time for reflection. I would even consider asking others for additional feedback, and their suggestions for improvement. The only way to improve is by knowing how others are perceiving you. Feedback is a gift. Embrace it.

A lot of companies problems are about communication. We have developed NVC training sessions to introduce and teach our partners and clients to deal positively with criticism. One of the basics is to be aware that critics are just expressions of others ideas and judgements. Which means that all critics are to be considered as non personal. The second step is to be open and curious about them. It allows to understand the purpose of them and for sure to build positive reaction and interaction. Moreover, It shows interest in progress process and helps build confidence. In our training sessions, participants experiment receiving and expressing their opinions in a positive and non violent way. Which is the key for professional interactions.

La retroalimentación, tanto positiva como negativa, es una herramienta valiosa para el crecimiento personal y profesional. La clave para recibir críticas constructivas es crear un entorno en el que los miembros del equipo se sientan seguros al compartir sus opiniones. Anima a tu equipo a compartir sus pensamientos y preocupaciones abiertamente. Deja claro que todas las opiniones son valoradas y que la retroalimentación es una parte esencial del desarrollo del equipo. Facilita canales formales e informales para que los miembros del equipo puedan dar feedback: reuniones con este objetivo, encuestas anónimas o simplemente abrir un espacio para comentarios después de las reuniones.

As our partners consider us as their communication ally, we make sure we provide them with the best experiences and learning sessions in all our trainings and coaching. One of the behaviors to develop toward criticism is to clarify the meaning of the message. It is possible through 2 principal attitudes : - asking questions about the critics and opinions to have answers and specifications ; - giving feedbacks and reformulating to make sure that the message targeted is reached. All our sessions are based on real life and professional situations exemples and simulations. And thanks to these sessions all our partners are satisfied with their new approach toward criticism. They are more skilled in NVC and their relationships are more positive.

Kritik wird oft sehr unspezifisch ausgesprochen. Meine Lieblingsfrage in diese Kontext: "Wie meinst du das genau?" Der/die Feedbackgeber/in soll sich ganz klar damit befassen, was die Kritik genau umfasst. Weshalb ist die Person zur Kritik gekommen? Und welches Verhalten stellt sie sich stattdessen vor? Das hilft nicht nur dem Gegenüber zu mehr Klarheit und allenfalls Beruhigung zu kommen. Sondern so kann eine unbestimmte Kritik vielleicht sogar in konstruktive Inputs umgewandelt werden.

Es ist wichtig ??, wenn man sich pers?nlich angegriffen fühlt, kurz inne zu halten und versuchen eine neutrale Haltung einzunehmen. Dann genau nachfragen, was das Gegenüber gemeint hat und das Verstandene mit eigenen Worten wieder zu geben! Das nennt man Reformulierung. Man kann mit dem beginnen mit ? Habe ich dich richtig verstanden…?“ Stimmt der an zu, hat man eine solide Basis!

Seeking to understand the other person’s point / feedback requires high emotional quotient. High emotional wisdom comes with deep acceptance of your own self - your own emotions - (as they are) without judging them as bad. Most of us have our own value system and look at life and world around us through our own inner lens. We subconsciously (constantly) judge virtues, qualities, people and situations. If one wishes to freely receive and give feedback in an equanimous state - it is imperative to let go off these judgements of goodness and badness / rightness and wrongness. Instead become aware that each and every thought, feeling and action has a natural outcome. One can reach this neutral inner space through meditation / inner work.

As a leader, handling criticism and feedback with confidence starts with setting clarity. Make sure you fully understand the feedback by asking questions and getting specific examples. Think about the feedback calmly to find ways to improve. Let others know you understand and share your plan to address it, showing you're open and proactive. By being clear and transparent, you can handle criticism well and lead confidently.

Feedback can come in your daily business or in a feedback talk. In case it's a feedback meeting - prepare emotionally up front and play visualise situations in which you might get critical feedback and visualise in which emotion you want to stay (calm? focussed?). Visualise how you take a breath maybe and how you ask questions to clarify. In everyday business and unforeseen feedback situations learn to take a breath (or whatever helps you to not overreact) first before you react. After a couple of minutes your emotions and your ego might react more objectively.

Criticism can be difficult to hear, but maintaining composure is essential. Stay calm and composed, even if the feedback feels unfair or overly critical. Responding defensively or emotionally can escalate the situation and undermine your credibility as a leader. By keeping your emotions in check, you demonstrate professionalism and the ability to handle challenging situations with grace. This composure helps to foster a respectful and productive dialogue, making it easier to address the feedback constructively.

Use suas habilidades e resultados para fortalecer sua autoconfian?a, que vai ajudar a receber as críticas de maneira mais positiva e proativa. O melhor mesmo é ser vulnerável, para servir como exemplo de melhoria e desenvolvimento para seu time. Lidar com críticas e feedback é uma parte essencial do crescimento como líder, tanto recebendo como fornecendo dados para o desenvolvimento de todos. S?o oportunidades valiosas para aprimorar suas habilidades de lideran?a e fortalecer a confian?a em si mesmo e no seu time.

Being objective about the feedback you receive is not realistic, but you can do three things: Take a deep breath and put some space (time) between the feedback and yourself, then look for the (objective) facts in that feedback, and lastly, share the feedback with a trusted colleague (or two) to get their take on it to ensure the initial feedback was justified.

Ask for examples if not given and what your counterpart expects you to do (behave differently). Take time to really understand the feedback. Sometimes it's even harder for your colleague to be courageous enough to give you the feedback than it is for you to take it.

Trate sua sess?o de feedback de forma quantitativa, assim como qualquer outro projeto da empresa. Desenvolva um plano de a??o, determine indicadores e prazos para implanta??o. Conhe?a e parametrize as consequências de seu plano de a??o com seu time e as demais áreas envolvidas e finalmente, compartilhe os resultados no modelo 360o. com todos os envolvidos em sua gest?o.

Act on feedback to show commitment to growth. Revamping our onboarding process based on feedback significantly improved new hire satisfaction.

De posse de um plano de a??o quantitativo, profissional e sem viés emocional, é hora de agir. Busque se aperfei?oar tecnicamnete, se esta for uma necessidade apontada, ou pe?a suporte de seus pares para o desenvolvimento de suas softskills.

Regularly review feedback to grow continuously. Monthly reflection on feedback has helped me adapt and improve my leadership style.

To confidently handle criticism and feedback as a leader, make regular reflection a habit. Take time to think about the feedback you get and how it can help you improve. Regular reflection helps you see different viewpoints and find areas to grow. By being open to feedback and reflecting often, you can turn criticism into a tool for growth and boost your confidence as a leader.

In my experience, practicing regular self reflection with a growth mindset enables my continuous growth and development. When I begin with self reflection it sets the stage for feedback from others. I can better synthesize all feedback--internal and external--to determine actions for areas of improvements.

Show appreciation for all feedback. It encourages a feedback-rich environment. Following up on changes made based on feedback shows you take input seriously and fosters mutual respect.

As a leader, all eyes are on you. While this may add pressure to your work, this is also a great opportunity to get an absurd amount of feedback to help you grow. Your perspective on feedback, and its importance, will make or break your own development. Remember that feedback is a gift. Treat it as such.

Consider the source of the feedback. Feedback can be given to build up or tear down so before accepting it, vet it with these criteria. 1. Is the person giving you the feedback "on your team" as in do they root for you to win? 2. Are they a credible source for the feedback, i.e. do they know the subject matter or are they giving you an unqualified opinion? 3. Would you go to them for advice? If not, then take their feedback with a grain of salt.

Continuously work on understanding your strengths, weaknesses, triggers, and limitations to recognize where feedback is particularly valuable, and prepare yourself to handle potentially defensive triggers constructively. Remember that not all feedback needs to be accepted as the absolute truth. As a leader, analyse and discern the feedback you receive, recognizing and accepting valid and useful feedback to improve in those areas. Equally, be prepared to respectfully disagree with or set aside feedback that does not align with your goals or values after careful consideration, ensuring you remain true to your professional and personal objectives.

Handling criticism as a leader? It's like being a martial artist - use the energy to grow, not get knocked down. First, listen without interrupting. Take a breath before responding. Separate emotion from fact. Ask questions to understand fully. Thank them for their honesty - it takes courage to give feedback. Reflect on the validity of the criticism. If it's warranted, create an action plan. If not, explain your perspective calmly. Remember, criticism often contains nuggets of truth. Use it as a tool for growth, not a weapon against your confidence. Leadership isn't about being perfect; it's about continuous improvement.