How can you handle criticism from your boss with confidence?

I love that the 1st step recommended is to understand the purpose. That will help you filter what you hear. And remember - you don't have to accept the criticism (or feedback) as 'the truth.' It's their truth, at this time...

Handling criticism, especially when it comes from a manager you don't respect or have confidence in, is challenging. The first step is to stay calm, remembering the mantra, "Never let them see you sweat." Express appreciation to the manager for the feedback and inquire about specific areas for improvement. Even if you don't entirely agree with their opinions, find a point of agreement, and commit to working on it. Demonstrating that you value their input and are open to change may help you win over a challenging manager. After going through this process, you may just realize they had a point and be better off for it.

Acredito que feedback sempre s?o construtivos. Por mais que as vezes a gente n?o concorde, ouvir é importante. E o que a gente faz com aquele informa??o, a partir de ent?o, nos ajuda a evoluir. - avalie os motivos; - confie no seu progresso; - pense que se você está recebendo essa crítica ou feedback, é porque em algum momento algo foi observado; - n?o leve como algo pessoal, e pense na oportunidade que você está tendo de se desenvolver. A importancia do feedback está em valorizar a oportunidade da avalia??o para estreitar ou endireitar relacionamentos; também é capaz de proporcionar uma escuta eficaz, motivar, melhorar desempenhos, resolver gargalos e tornar o processo de aprendizado contínuo.

It is all about active listening, finding joy and not taking yourself too seriously, always focusing on helping, learning and contributing. I would listen carefully to what a boss has to say if he/she offers feedback. Then - always trust your boss wishes the best for you, the team and the organization that you are all part of and its role in the ecosystem of participants and stakeholders. If your boss has more experience, you probably have a lot to learn. How lucky you are. Many bosses are like coaches today and you can develop very fast with someone giving you feedback. You listen well and create a welcoming space for that, and I am sure they, in return, will listen to you much better after, and then she will learn from you, too.

Nobody likes to be criticised but it happens and if your boss is criticising you, he or she wants to communicate some important message to you. If this message aims to help you with performance improvements, achieving team goals, leadership development or clarification of expectations then it could be viewed as constructive criticism that one can transform into learning and growth. It is important NOT to react to criticism (usually with negative emotions) but to respond to it in confident and positive manner. Learning the difference between reacting and responding to situations we dislike is an important skill in personal and professional development journey.

One of the worst things is to react aggressively and that too in the crowd. Understand why the feedback is coming, what could you have done if you were in his position ? Staying calm always helps is looking at all possible answers.

Take some time to understand feedback, is it constructive feedback or not. Never go into an argument(in my opinion). Act based on the situation.

Criticism from a boss can often feel personal, but it's crucial to detach personal feelings to effectively use feedback as a growth tool. Understanding your manager's style is key in this process. Are they detail-oriented, focused on precision and accuracy? Or are they direct and result-oriented, emphasizing hard deadlines and quick decisions? Recognizing their primary style can provide insight into why certain aspects of your performance are being highlighted. Lastly, process, think, then respond: Resist the urge to react immediately. Reflect on the feedback considering your boss's style. This understanding can guide your response and help you grow and flex your abilities.

Responding calmly & properly to criticism is critical to sustaining a pleasant working environment. Avoiding defensiveness and showing gratitude for feedback shows a willingness to learn. Also, engaging in constructive discourse, asking questions, and providing solutions helps promote a collaborative and solution-oriented attitude, which eventually helps you evolve and grow.

In my experience , not just from boss but even from peer a well intended constructive criticism is a gift. This helps one to develop skills and or change behaviours. If found appropriate, try to use this to one’s advantage. If in case the intentions found to be malicious , do not let this get under one’s skin and move on

As you reflect on your conversation, be intentional about putting an action plan in place to improve on a skill or change a behavior. Share it with your boss and 'trusted others', as they can help hold you accountable. You'll be surprised by what an act of humanity with humility can do to improve engagement and performance across an organization.

Taking consciously chosen actions upon feedback is great for personal growth. It also reflects self-confidence. What will contribute even more to growth is, sharing your inference with others who might benefit. Especially, if you are in a position managing people at work for instance; being open to feedback and taking actions when you receive one would be the most valuable opportunity to help people grow and act as a role model. It will also make your criticisms and positive feedback well received. #leadership

One thing I found helpful is the implementation of action fast enough. Taking action is the only way to learn, adjust, and correct your course when necessary and subsequently become more confident. A wrong decision is better than indecision. 20:80 rule, where 20 is planning and reviewing and 80 is acting worked for me. The more feedback you get on your action the better outcome you have.

I base my coaching on Strenghs Finding, I tell my clients to prepare for NEXT time. Like doctors say, prevention is the best medicine. Identifying your Top 5 Strengths will be your saving Grace for these conversations going forward. For example my top strength is Context. Frequently, my old bosses would hassle me about "taking too long to get started." This not only was true, but was destructive to my BRAND. Once I knew and OWNED my strengths, my responses focused on telling them who I was & how my strength of Context pushed me to do lots of research– resulting in great work, but if I am in the "basement" of this strength, then I might yes take too long to get started. So if you want me to get something done fast, just let me know boss!

Follow up is very important to get the right perspective and set the stage to strengthen your relationship with your boss. Remember to have a monthly cadence where you can ask questions to your boss. For instance, how did he take criticisms, how did he improve and grow up the ladder in such circumstances, was he an action taker post receiving criticism, what were his self reflections and so on....!

Always try to learn from any experience. Always strive to make things better. Never opt for that’s the way it’s always done mentality.

A project manager who received criticism about their latest project execution. Rather than taking it as a blow to their self-esteem, they chose to reflect on the feedback. They identified areas where they excelled and areas needing improvement, such as time management and team communication. By embracing the criticism constructively, they were able to develop a more effective project management strategy, which not only improved their performance in future projects but also enhanced their relationship with their boss through improved communication and collaboration.

While it may be criticism, it can also be a chance to learn and develop. Try to maintain positive attitude and ask manager for their advices, what would they do differently? Finally, ask for their help to improve like training, education ..etc. This way you show your manager your willing to cooperate.

I would make a list of the steps that led to the result that caused the criticism. I would look at the good points, and then the points that need to be improved upon. Taking the criticism into account, the employee can now renew, or revise the steps that they used to have a much better result.

Las críticas son un regalo, así debemos tomarnoslas. La autocomplacencia nos impide mejorar y avanzar. Debemos agradecer la crítica y pedir ayuda a nuestro jefe para que nos acompa?e en el proceso de mejora. Establecer ese vínculo es fundamental. Nos permitirá, llegado el momento, poder darle nuestro feedback de mejora a nuestro manager, es lo ideal en una relación de equipo sana y de colaboración

Knowing yourself inside and out is the secret weapon for handling criticism with grace. When you regularly self-assess, feedback becomes less of a surprise and more of an opportunity for growth. You'll already have a good sense of your strengths and weaknesses, so constructive comments won't feel like out-of-the-blue attacks. Sure, blind spots exist, but if you find yourself consistently clashing with feedback, it's time to dive deeper. Seek additional perspectives from trusted colleagues or mentors, and remember, a commitment to self-reflection isn't a burden, it's an investment in your personal and professional evolution.

A growth mindset! Know who you are, what you bring, and what you absolutely SHINE at doing that others cannot do, so that when the criticism comes you can quickly pivot to applying your strengths to those areas. Having a growth mindest reminds you that you may not have "nailed" it this time, BUT YOU WILL!

I have found that with frequent iterations with action/review cycles and spending 20% on planning and reviewing, and 80% on taking action I have been able to avoid getting stuck in a cycle of indecision and instead focus on moving forward with my plans. The more input/insights I gather, the better equipped I am to achieve a positive outcome. Communication in the workplace is heavily influenced by our perception of the other party, our "history" with them, their current emotional state, and our own biases. By actively soliciting feedback, we can gauge whether our message was received as intended and enhance our ability to convey our thoughts and ideas effectively, leading to more successful and productive interactions.

La cultura del feedback es fundamental para una correcta gestión del talento en una organización. Debe ser continuo, honesto y sincero. Establecer 1 o 2 momentos al a?o para mí es un error, se convierte en una conversación forzada, en algunos momentos ya fuera de lugar y más orientada a hacer un tick de "Realizado" que un proceso profundo y efectivo.

Take some time to process the feedback before responding. Give your manager the benefit of the doubt and assume that they have positive intent when providing this feedback. Suggest a follow-up conversation for further clarification and then come up with an action plan for how to address the areas for improvement. Meet regularly with your manager to track your progress. It might be hard in the moment to feel grateful for it but remember that ultimately feedback is a gift that will help you grow.

Any leader worth their salt is able to give their direct reports both strong positives and areas for improvement. In the latter this needs to be constructive advice about the issues and how the individual can improve. In addition the leader/manager needs to agree with the direct report what KPIs or outcomes they need to display/measure to show they are improving. In my view the relationship between the leader and their reports should be such that regular feedback is being given on progress and not a once a year health check. I think too many managers often find it difficult to give constructive advice and also lack the regular follow up.

Growth mindset is important for everything in life not only work. Turn criticism to an opportunity for growth. There is no limit for growth. Learn how to separate ME from I. Keep in mind feedback is about your work not about you personally

If "bettering yourself everyday" is your motto, you will be able to handle criticism constructively. Once you evaluate the feedback objectively and identify potential areas of improvement, you will be in a better position to work on these areas. Mindset is a critical part of handling criticism - you have the option to react negatively , casually brush it off, or actually take a closer look, work on it and become a better version of yourself.

Embracing a growth mindset allows one to manage challenges as opportunities for personal growth and introspection. In adopting this mindset, individuals can perceive it as a valuable gift.

I think a big part of a growth mindset is gratitude. This moment is a gift that will give you a great deal! -The feedback will give you insights into your performance from another person's perspective. -The feedback will also highlight what matters or is important to the person giving the feedback. You'll know where to better focus your energies. -Feedback opens a dialogue where you can ask questions about other areas where you may have lacked clarity. You can ask those questions under the umbrella of curiosity and a general willingness to learn and improve.

Take It On The Chin! Remember that constructive feedback allows us to refine and fine tune our skills. The right manager will give you the feedback with action steps to enhance and elevate the identified areas of growth. This is my gentle nudge to never take it personal. You may not agree with the feedback and that’s okay, take a moment to reflect so you can gain a sense of the intention behind the constructive criticism. Also, consider the source and do with the information what you deem necessary. Honesty and reflection will allow you to take the feedback on the chin and move accordingly. Not one professional is perfect, so if you can take the insight and use it to fall forward and grow, you will take it in stride.

Effective reception of critical feedback hinges on the existence of trust in the relationship between you and your manager. Without this trust, critical feedback may trigger emotional reactions such as anger or frustration. It is crucial for both you and your manager to actively build and maintain this trust foundation. Are you familiar with each other's values? Do you know each other's sensitivities or triggers? If the answer is 'no,' take steps to change this dynamic. Initiate a trust-building conversation, ask personal questions, and share more about yourself. By establishing a strong foundation of trust, you'll find it much easier to be open to feedback and effectively handle any criticism from your boss.

The only way to get better is through feedback. As a former rugby player, I learned more from my coach’s (Alan Osur) criticisms than his praises and we were 2X National Champs and I became an All-American after working with him. These learnings continued through flight school from instructor pilots who literally criticized so I could gain insights and confidence to fly solo safely without them being there after I received my wings and flew combat sorties. The best bosses, coaches, and leaders push us to be better.

Another technique I've used is to "disassociate" temporarily from the feedback. If your boss was giving this to someone else, how would you view it? Would you tell that person, "Yeah, s/he has a point and I think you could use that to improve in the future"? It takes out the sting and helps you identify the true nuggets and takeaways without it feeling so personal.

Handling criticism from your boss with confidence involves staying calm, listening actively to understand the feedback, and avoiding a defensive response. Embrace the opportunity for growth, seek clarification if needed, and demonstrate a willingness to improve. Use constructive criticism as a pathway for professional development, and maintain a positive and proactive attitude to showcase your commitment to continuous improvement.