Here's how you can effectively manage feedback and criticism from your superiors and peers.

I approach feedback with an open mind, recognizing that it's an opportunity for growth rather than a personal attack. Even if it stings occasionally, I remind myself that constructive criticism can help me improve and excel in my role.

Managing Feedback and Criticism Effectively: 1. Stay open-minded: View feedback as an opportunity for growth, not as a personal attack. ?? 2. Listen actively: Pay attention and ask clarifying questions to fully understand the feedback. ?? 3. Reflect on the feedback: Consider how it aligns with your goals and what changes may be beneficial. ?? 4. Respond professionally: Acknowledge the feedback and express your willingness to improve. ??? 5. Take action: Implement changes based on the feedback to demonstrate your commitment to growth. ?? The key is to approach feedback with a positive attitude and use it as a tool to enhance your skills and performance. ?? #FeedbackManagement #Leadership

Entre más alto estés en la escala jerárquica de una compa?ía, menos frecuente será que recibas feedback de manera continua. De hecho es la principal razón por la que los grandes directivos contratan a mentores o se integran a grupos de mastermind, requieren acceder de alguna forma a esa fuente de aprendizaje. Así que cuando tengas oportunidad de recibir alguna crítica, incluso si no es constructiva, asegúrate de: 1) Agradecer la observación, asume que lo hace para que mejores (incluso si no fuera así) 2) Analiza qué acción de mejora puedes ejecutar a partir de la observación. 3) Prueba, mide y elige. Siempre puedes descartar una idea, pero prueba primero si dicha sugerencia efectivamente funciona.

After receiving feedback, take time to reflect on it and analyze your performance objectively. Consider whether the feedback is valid and how you can implement any necessary changes to improve.

If the feedback is unclear or vague, ask clarifying questions to ensure you fully grasp the issues raised. This demonstrates your commitment to understanding and addressing the feedback effectively.

As leaders we need to ensure that we fully understand the difference between Performance feedback, and coaching for growth. They're not the same and should never be done at the same time. When giving or receiving feedback, it should always be presented as an opportunity for learning. Not a personal failure. At the end of the day if our teams don't know how to do their jobs properly then the failure isn't on them. It's on us, because it's our job to teach them. When you present feedback as a positive learning opportunity it turns what could be a negative experience into a positive one, removes the chance for defensiveness, and gets their buy-in that your ultimate goal is to help them. Not hurt or criticize them.

Feedback and criticism from peers can often be challenging to hear, painful even. Feedback often can shine a light on areas of who we are that we are subconsciously avoiding or are just not aware of. Painful though it is this feedback is an opportunity to increase your self awareness. If you cannot approach feedback from a place of curiosity and openness ask yourself why, maybe there is something to learn just from this.