Here's how you can receive feedback effectively without becoming defensive or emotional.

Receiving feedback effectively without becoming defensive or emotional requires a mindset of openness and a willingness to learn and grow. 1- We should remind ourselves that feedback is an opportunity for improvement and not a personal attack. Take a moment to breathe and approach the feedback with curiosity rather than defensiveness. 2- Listening actively. 3- Avoid interrupting or dismissing the comments. Instead, we should ask clarifying questions to fully understand the viewpoint. 4- we have to look for patterns or recurring themes in the feedback to identify areas for improvement. Finally, we need to thank the person for their feedback, showing appreciation for their time and effort in providing it.

Receiving feedback can be tough, but here are some simple tips to help you handle it better: - **Listen closely** to what the person is saying, without planning your response. - **Ask questions** to better understand their perspective. - **Assume good intentions** behind the feedback. - **Take a moment** before reacting to avoid an emotional outburst. - **Be open-minded** to the suggestions, even if you don't agree with everything. - **Thank the person** for taking the time to provide feedback. - **Follow through** by making changes or discussing it further. The main idea is to view feedback as a chance to grow, not as a personal attack. With some practice, you can learn to accept feedback gracefully and use it to your advantage.

One thing I have found especially helpful is not to get defensive or take feedback personal. Both take practice and once mastered, you'll have a recipe for successful active listening. You cannot listen to respond but to understand. It is in understanding you will be able to serve the need, meet the customer where they are, and assist in bringing a resolution.

Organisations need to get updated with the times! We need skilled Managers who can adapt to how we give Feedback! I’ve seen so much change in organisation where there is no facts or mistake’s. when giving feedback it needs to be transparent tangible. delivery needs to be given with facts empathy there should be no surprises to the receiver’ If you receiving feedback it’s all learning for you to have seem-less communication ask lots of questions how can i fix this follow up your leader as well if they haven’t been back to you in a certain time frame of how you are feeling-going. leaders should always follow up on you make notes in the discussion i will check in with you on this date… You must-check in on them you can turn them around.

- Pay close attention to what the person is saying without interrupting. -There is a reason we have 2 ears and one mouth. Do more of listening and less speaking. -Show that you're engaged by nodding or with body language/ making eye contact.

Once you get feedback reflect first before you respond.The process allows you to breathe and think properly to avoid giving wrong answers or responding harshly.Consider the feedback positively and see how f you can run with it, if it aligns with the companies guidelines.This can help you improve areas that need improvement.

During the feedback conversation, it's very important to take notes and then reflect on the topics discussed objectively. A feedback without an action is a waste of time for both partie. - Consider its validity -how it aligns with your goals or performance expectations. - plan on next steps to work towards it.

Its good to reflect first before giving response. But i disagree with the fact you listen first before reflecting, that will put the customer in doubt that you can actually be of help. Reflection should come while you are actively listening not after listening you now start reflecting. Reflect while you are listen so when the customer is done, you can immediately troubleshoot and give the right help to the customer

I’ve found it helpful not only to reflect, but to use that time to come up with instances where I’ve found myself culpable of doing the act identified in the feedback. Basically coming up with evidence for why and when this feedback has been true. Usually others can see things we can’t see in ourselves and this is a great way to use what could be uncomfortable to instead grow into a better employee.

Fato....e bom pensar antes de responder, afinal a expectativa do outro e sempre bem grande,dessa forma muitas vezes vc ajuda a da um direcionamento ou uma linha de raciocínio que muitas vezes ele n?o havia percebido que seria mais viável

If you find out you don’t understand the feedback, ask for clarity.It’s important to understand it fully so you can give proper advice.politely ask for specific details so that can help you grasp context and expectations

If something is unclear, ask for specific examples or further explanation. The two main reasons for asking clarity is as follows: - This helps in avoiding misunderstanding in the first place. - This shows you're genuinely interested in understanding their perspective.

Good i agree with this. Ask the right question to give the right solution. Its only when you ask the right question you get the right solution that will be helpful with the feedback

Feedback is the key to improvement and should be welcomed, be it positive or negative. You don't loose yourself whenever it comes, see it as a push factor to help you do better and grow in the process. Always welcome feedbacks, especially the negative ones because they help you develop new skills and refine existing ones.

Buckle your emotions and be professional and intentional when giving feedbacks. Always learn to accommodate all kind of feedbacks be it negative or positive. Be professional

Emotionally Separating any previous issues that may have existed between you and objectively analyzing the feedback given prevents one from having biases and preconceptions and respond with an open mind

Con la edad todos tenemos un nivel de templanza y de empatía..... Qué sucede que el cliente está quemado y por qué? : 1. Tiene que lidiar con una máquina.... 2. Que dicha máquina le entienda a la 1° sino ya estamos perdidos cuando lo tenemos en linea. 3. Trabajo en atención al cliente, pero las empresas tienen mucho que mejorar

El refranero popular dice "Es de bien nacido ser agradecido" Ser agradecido con quienes te apoyan es una se?al de buena educación y reconocimiento hacia los demás. Se puede relacionar con las publicaciones en Internet en el sentido de que, cuando alguien comparte información útil, conocimientos o recursos en línea, es importante mostrar gratitud por su esfuerzo y generosidad. Al reconocer y agradecer públicamente a quienes aportan contenido valioso en blogs, redes sociales o foros, se promueve una cultura de respeto y apreciación.

Listen to understand, not react. Feedback is a gift, an opportunity to know more. Getting defensive is like shutting the door to progress! Before getting emotional or taking personally, step back and view the situation rationally from a 3rd person perspective. The moment you get yourself out from the situation, you see a holistic perspective and are able to deal with it more sensibly

It's hard :) By nature, we like to listen a good one. But good feedback is nice to hear, but IMHO, won't give so much of benefit to make us better. So it should start from us internally. We need to be ready, be prepared, to be open minded to receive the worst feedback. Keep putting on our head that this probably the best opportunity to know our blind spot. Also best to have a "middle man" or "moderator" during this feedback session. Sometime, the feedback, if not "articulated" properly, can make us become more defensive (again this is very nature). Then I believe the rest we can follow the common sequence like listen, clarify doubt, appreciate the feedback, then plan for action.