How can executives build resilience and learn from criticism?

?? Acknowledging emotions is pivotal in harnessing criticism constructively. ?? Emotional Intelligence Recognize emotional responses as data points. They offer insights into personal values and areas sensitive to feedback, guiding targeted growth. ?? Objective Analysis Detach and analyze emotions objectively. This approach converts raw feelings into actionable insights, fostering a strategic response to criticism. ??♂? Emotion Regulation Employ emotion regulation strategies. Techniques like mindfulness and cognitive restructuring help maintain professionalism and poise in response to critiques. ?? Mastering emotions is key to turning criticism into a catalyst for personal and professional growth.

' Understand the limit of your emotion and bear in mind you can not take all criticism for real as some are not just helpful but you need emotionally intelligence to decide on what you sweep under the carpet and what you consider to utilize. Let the logical and critical reasoning part of you do the better part of handling criticism than your emotional control through pain, anger and frustration. Get some courses on emotion management to be better at handling your emotion as an executive manager.

One thing I find helpful is not to react immediately to criticisms. It's important to acknowledge how you feel but more importantly what's the trigger for you? Why do you feel anger or upset? Do you expect to be perfect all the time and as such are triggered by the criticism? Writing down how you feel or taking a long walk can help process all the noise in your head and hopefully you get a better perspective once the emotions settles.

The key is to bounce back stronger. Science says embracing criticism is key. A Stanford study found that those who see feedback as a chance to grow are more resilient - i.e. having a growth mindset. Think of it like a muscle. The more you use it, the stronger it gets. So, next time you hear a critique, remember it's fuel for your growth. So, shift your view: criticism isn't a setback, it's a setup for your come back!"

As executive, you should build resilience by viewing criticism as a growth opportunity, not a setback. Embrace feedback with an open mind, extract actionable insights, and implement improvements. Resilience grows by facing challenges head-on and adapting strategies based on learned lessons. #ExecutiveGrowth #Resilience #FeedbackIsFuel

Make sure you listen with the intent of digesting and understanding the perspective, not to respond and defend. It may make sense to share it amongst your leadership team to get their perspective and thoughts.

I would suggest that executives can enhance their resilience by cultivating a growth-oriented mindset, in addition to understanding the source and intent of criticism. It is important to view criticism as a chance for self-reflection and growth rather than as a sign of personal failure or inadequacy. Executives can use criticism as constructive feedback to gain insights into their blind spots, discover areas for growth, and enhance their leadership abilities. In addition, it is important for executives to take a proactive stance when it comes to addressing criticism. This can be done by seeking clarification, considering different perspectives, and taking constructive steps to address any valid concerns that may arise.

What I have found helpful is that Executives should develop a feedback filter mechanism, categorising criticism into constructive, neutral, and destructive. By applying a structured analytical approach to assess the source's credibility and the feedback's relevance, leaders can prioritise actionable insights and focus on continuous improvement.

Someone said that feedback is a gift. I agree if the intent it to help the person improve. Therefore it is important to seek feedback from different sources and look for themes which are pointers to what you need to work on. It's important to not take criticisms personally but view them with an open mind and curiosity. Stand back and evaluate for yourself if there's something there to work on.

Observe things from a broad and phenomenological point of view to identify relationships, cause and effect connections, evaluate alternative scenarios, learning to recognize continuous change not as a fear but as an just an observation. Always stay connected to your purpose and evaluate based on this the things that work and don't work (whether or not they take you towards the directions you have chosen) taking into account other people and not just your interests

Criticism is a necessary part of growth. Understanding the context, intent, and desired outcomes of the criticism can make the criticism feel less of a personal attack. Sometimes that's not possible as the feedback may come from a mass survey or anonymous feedback, but doesn't mean that the feedback cannot be used to built on and learned from. In those instances, leverage your inner circle who you trust to give you valuable critiques not just positive but also constructive by sharing the feedback and asking them to provide perspective.

Don't miss the opportunity to gather ideas that help you recognize and decode what is happening, even if the feedback is not always positive, it activates an immediate adaptation mechanism that allows you to go beyond the problem if you remain in the spirit of finding a solution. Observe and welcome with gratitude and discernment because you are learning something new.

Learning from feedback is a dynamic process akin to refining a craft. Approach feedback as a mirror reflecting insights rather than a critique. Delve into the specifics, understanding the nuances and patterns within. Each feedback, whether constructive or commendatory, holds a key to honing your skills. Embrace the lessons with an open mindset, viewing them as opportunities for growth rather than judgment. It's not just about receiving feedback; it's about extracting the pearls of wisdom embedded within, sculpting a more nuanced and proficient version of yourself.

From my experience, Implementing a "360-degree feedback reflection session" where feedback from various sources is collectively analysed can provide a more holistic view of areas for improvement. This practice encourages a culture of openness and continuous learning within the organisation, fostering personal and professional growth.

Reframing a situation is like adjusting the lens through which you perceive it. First, acknowledge your initial emotions, giving them space to breathe. Then, consciously shift your focus towards alternative perspectives. Consider the broader context, seeking understanding beyond the surface. It's akin to stepping back to see the entire canvas rather than fixating on a single brushstroke. This process enables you to extract lessons, find silver linings, and foster resilience in the face of challenges. Reframing isn't about denying emotions; it's about empowering yourself to navigate them with newfound clarity and adaptability.

in my experience, executives could employ a "future-backward" technique, envisioning a future success scenario and working backward to understand how criticism contributed to achieving that outcome. This method helps in reframing criticism as a necessary steppingstone towards long-term goals and resilience.

As a startup executive, I focus on building resilience and extracting value from criticism with these tactical steps: First, I acknowledge my emotions to process feedback effectively. Then, I assess the source and intent, discerning its relevance. Next, I actively learn from it, pinpointing areas for growth. I reframe criticism as constructive feedback to glean insights. Once clear, I take action on feedback, implementing necessary changes. Finally, I move forward, using the experience to bolster resilience and refine leadership skills.

While reframing the situation from a negative experience to a positive one may provide a desirable relief from the stress and overwhelm of the situation, it essential to be able to ACCEPT negativity as an essential human experience with an important function to our growth. Negative experiences, help us learn from mistakes and often form our personal boundaries that we learn to navigate and enforce when necessary to others and to ourselves.

Taking action and moving on involves a two fold process: practical steps and emotional empowerment. Firstly, identify actionable tasks or decisions that contribute positively to the situation. Break them down into manageable steps, creating a roadmap for progress. Simultaneously, allow yourself the emotional space to process any residual feelings. Acknowledge them without judgment, and when ready, consciously decide to shift your focus towards the forward steps. Taking action becomes a catalyst for moving on, but it's the harmonious integration of practicality and emotional resilience that propels you confidently into the next chapter.

I love the "move on" part of this recommendation. One of my favorite quotes is "do not dwell on the unpleasant things in life" which I apply to my professional development. Executives by nature have a certain degree of confidence and their position gives them authority. If one isn't careful, it's easy for this to turn into arrogance and an unwillingness to receive feedback. Create an environment where direct reports and peers know you value feedback, then (and more importantly) when they give it react appropriately. There will be times you disagree or the person is giving feedback without knowing all the context, but rarely does that mean you need to call them out or push back. And there is almost always something to learn. So be humble!

One thing i have found helpful is that beyond immediate action, establishing a "feedback loop closure" process ensures that lessons learned from criticism are documented, shared, and integrated into organizational practices. This approach not only aids personal growth but also enhances collective learning and improvement.

In my role, I prioritize building resilience and learning from criticism by swiftly adapting and moving forward. After reframing the situation and extracting valuable insights from feedback, I promptly implement necessary changes or adjustments. By proactively addressing areas for improvement, I demonstrate my commitment to growth and development. Once I've taken action, I swiftly move forward, leveraging the experience to strengthen my resilience and refine my leadership skills further. This approach ensures that I continuously evolve and adapt to challenges, fostering both personal and professional growth.

Receiving feedback as a senior leader or senior executive can seem constant. Worst, sometimes feedback can seem all negative and problems never seem to end. It's important to remember during those times that receiving feedback at the top is like the Better Business Bureau. No one really writes about the businesses that are good but everyone submits a complain about the businesses that they had problems with. Takeaway is to be protective of your own mental health and assess each piece of feedback for its merit. Some are merely considerations. Others might be gold. And some are probably junk. Be humble and learn, ask others in your trusted circle to disagree with you, seek best practices, and implement the necessary feedback.

Create systems to routinize feedback. A learning culture makes both positive and corrective feedback a frequent and normal thing. There are always things that go well, and things to improve. If criticism feels really jarring, then there is probably something a little off in the overall culture. Some tips: - Make language less threatening. At Riverbank, we talk about Keeps and Adjusts. - After each project, hold an After Action Review. - After every training, collect feedback from participants. - Provide an input box or system, to open up communication even further. Don't require names, but respond personally to every idea with a name on it. Let people know what you heard, what you will or will not do, and why. And then follow through.

As executives, we often face criticism from various sources, such as customers, employees, peers, or stakeholders. Criticism can be constructive or destructive, but either way, it can affect our self-esteem, motivation, and performance. How can we build resilience and learn from criticism, rather than letting it drag us down? One way is to adopt a growth mindset, which means seeing criticism as an opportunity to improve, rather than a personal attack. A growth mindset helps us embrace challenges, seek feedback, and persist in the face of setbacks. It also helps us focus on the process, rather than the outcome, and celebrate our efforts, rather than our results.

Constantly, daily, train your mind with commitment to recognize what works and what doesn't work so that it can be useful for your personal evolution in choosing what to cultivate and what to abandon with a calm and clear mind.

Executives can build resilience and benefit from criticism by staying open-minded, seeking feedback, focusing on strengths, and developing coping strategies. By viewing challenges as opportunities for growth, learning from setbacks, and leading by example, they create an environment that values continuous improvement. #ahmedalaali11

Executives can leverage technology to track their progress in building resilience and learning from criticism. Using apps or platforms that allow for the recording of feedback, emotional states, and subsequent improvements can provide tangible data to measure growth over time, turning subjective experiences into objective progress indicators.