How do you respond to feedback without becoming defensive?

é importante se colocar no lugar do outro e tentar entender a perspetiva dele. Além disso, é importante fazer perguntas para esclarecer pontos que possam n?o ter sido entendidos. colocar-se em uma posi??o recetiva, buscando entender a mensagem e o que pode ser feito para melhorar. Nessas Situa??es temos que ver a crítica como uma oportunidade e oferecer uma solu??o se possível.

-Take the emotion out of it completely, especially if the person giving you the feedback has good intentions/is someone you trust for advice. -Listen. This one is difficult and important. -If you feel yourself getting upset/hurt by it, mentally walk away until you're ready to bring solution-oriented energy to the table. -Recognize areas of opportunity where you can start to implement the feedback. Small but steady movements lead to sustainable and noticeable growth. -Thank the person for caring enough to say something.

In a recent encounter, the feedback was more personal than professional, as several innuendos were made to allow me to sense insecurities from the person offering “coaching”. My response was simple. You’ve given me a lot to think about. I’m going to take sometime to process it all and get back to you with a decision. This was not what the person expected. She was puzzled. Pause, sleep on it.

Growth mindset is the key to success. Being open about the idea to learn and unlearn is critical for one to progress. Any feedback good ,bad or ugly we should actively listen with an open mind .Don't judge yourself while you do so else you will loose an opportunity & a perspective which might have helped you better yourself . Once you consume the feedback with an open mind ,appreciate the person who has shared the thoughts with you. All that you receive might not be sensible to you in that minute but it's okay to hear different perspectivesrespectfully. Respond with a thank you and appreciate the person for his/her observation on the topic.

When receiving feedback that could not be in our favor would automatically trigger us in becoming defensive. This is normal for us humans. However, taking a step back and listening carefully to create a sound and objective judgement of the feedback can help us in dealing with the situation. The topic in discussion can actually be beneficial for us and if it isn't, it's our choice to disregard the comment and not be engaged with it.

Realizing constructive feedback is not a personal attack, but a chance to better your own practices is a perspective that can help you remain calm when receiving feedback.

? Anticipate potential feedback that may upset you and prepare a thoughtful response in advance to stay calm and collected. ? If you receive unexpected feedback, take a pause, breathe deeply, and ask for clarification. Show openness to constructive criticism by saying something like, "I appreciate your feedback, can you please elaborate on one or two things I can work on to improve in this area?" ? Try resting or grasping the back of your non-dominant hand to interrupt instinctive gestures and maintain composure in high-pressure situations. This psychological trick has been used by politicians, including President Obama, when he was rudely interrupted during his speech to Congress.

:= Seek clarification if any feedback is unclear to prevent misunderstandings. := Ask questions in a non-confrontational manner to keep the conversation focused on development. := Clarifying doubts ensures alignment between you and the feedback giver

When in doubt, always ASK! This can be your mantra when receiving feedback. If something is unclear or vague, express that to the person who is providing the feedback using an "I statement". Be mindful of your non-verbal behavior - maintain an open mindset and genuine inquisitive curiosity than adopting a defensive or dismissive tone. Request for clarity in specific and concrete terms - as this will help you set clear and measurable goals, align your approach and develop a process for tracking progress as you work towards them.

Actively listen to the feedback, then clarify any doubts by asking specific questions. Use questions not only to clarify but also to explore actionable ways to apply the feedback effectively. Asking questions, encourages an open conversation to better understand the context and intention behind the feedback. Remember feedback is a two way conversation for a constructive exchange. Keep the conversation going!

Algo que considero valioso, é considerar a fonte e o contexto do feedback. Nem todo feedback é igualmente válido ou construtivo. Avalie se a pessoa que está fornecendo o feedback possui conhecimento ou experiência relevante para embasar suas opini?es. Além disso, leve em conta o contexto em que o feedback foi dado, pois situa??es específicas podem influenciar a percep??o das pessoas. Isso n?o significa descartar automaticamente o feedback, mas sim ponderar sua relevancia e aplicabilidade ao seu desenvolvimento pessoal ou profissional. Essa abordagem ajuda a filtrar o feedback útil daquele que pode n?o ser t?o pertinente para seu crescimento.

Reflecting on feedback can be even more helpful than the feedback itself! It allows you to see things from another perspective, to wonder and be curious about it and to potentially ask for more detail or for examples so you can begin to focus on areas that might need change.

Ask yourself. What is true. What is useful? That will give you so many insights, including clarity on your gap, any misrepresentation or misunderstandings and ultimately pointers to your next steps. Feedback is data. So it can be very valuable

The way I see it, your boss is not your enemy. Or at least, they shouldn't be. If they share a feedback, good or bad, it's for your benefit. Even if you don't agree with it, take a moment to think why you hear this particular feedback. Did your boss not have a full picture? Did you? What piece of information you've just heard is new to you? Can you build on that? For instance, my experience with being perceived as uninformed for asking "dummy questions" during all-hands meetings was enlightening. My intention was to prompt leaders to fill in what I perceived as informational gaps. This experience taught me the importance of framing questions in a way that benefits others, rather than defending my approach.

Reflect on the Intent: Consider whether the feedback is meant to be constructive. Understanding the intention behind the feedback can help you respond appropriately, whether it's accepting guidance or clarifying your actions.

This doesn’t have to be verbal it can be how your body , facial expressions are portraying your inner feeling. It’s ok to say how you are feeling when feedback is given to allow the person giving it your perspective

Everyone needs feedback to enable growth so being grateful that an individual took the time to share with you is essential and maintains working relationships and encourages further discussion and exploration. It’s also a great way to role model a learning and growth culture.

I definitely believe in thanking the person who is assessing you. It not only shows gratitude but graciousness in your personality. You make the other person feel more relaxed which leads to an empowering discussion vs contentious argument.

Any feedback is a valuable gift. Gratitude is a beautiful way of thanking the giver for taking their time to share the feedback with us. As they say "silence is deadly". Is no-one is sharing feedback with you, I would be more concerned. Viewing feedback as a gift allows us to authentically share our gratitude. It is up to us, if and how, we use the feedback provided. The first response should always be "Thank you".

Appreciate the question and ask if they can go a little deeper…what specifically can you do to improve…or HOW you can actively make a change? Can your evaluator support you somehow? Engaging with the person shows willingness to improve.

Being sincere in the feedback appreciation. Showing commitment to work on the provided topics, in my opinion, is the best way to show gratitude towards the feedback giver but more importantly to yourself!

You must "Become independent of the good opinion of other people." Dr. Wayne Dyer (God Rest his Soul) taught me this, if you do not know his work, start with Erroneous Zones and you simply won't stop reading! I myself now welcome feedback as it is simply someone else's opinion. Sometimes they are correct, many times they are simply not, but either way, if they will take the time to provide me with their feedback, I will thank them for taking their valuable time to provide it, and (Believe it or Not) I will consider their words, I mean "why not?"

Remember, when you're getting feedback, the feedback isn't about you as a whole person. It's about one behavior that someone saw. Don't let that one behavior define all of who you are.

The best thing feedback can do for you is to offer you insights that you couldn’t learn on your own. It’s similar to customer reviews for a product development team in that you can hear directly from those you interact with and get their first-person point of view to help you iterate on your development plan. Even if you disagree with the feedback you receive, take time to find common ground between what you’re being told and what you feel is necessary for your growth and development. Especially in times when you know you are not being treated fairly, step back and assess the feedback for any action steps you can take. Be strategic at all times, and use everything - good and bad feedback - to propel yourself forward.

Developing a plan of action is the most important reason for the feedback. It goes beyond performance, task, or weakness description, it's about improving and being more productive.

Remember that one possible action is to look for a new place to work. As @Liz Ryan says, "Only the people that get you, deserve you!" I am not saying that you should just take your marbles and go home the first time you get constructive criticism. But, some people offer criticism that is decidedly destructive, ill-informed, or biased. And some constructive criticism can show you that this job is really not your wheelhouse. If, after reflection and a clarifying conversation, either of these situations rings true, polish up your resume and seek out an employer that's willing to invest in your growth, and a position you're truly suited to.

If you are neurodivegent the likelihood is you will take the feedback personally especially if it comes from a neurotypical perspective. Being misunderstood is a daily occurrence for those who think differently. For the feedback to be effective it needs to be free of bias and come with positive intentions which isn’t always the case. Try to recognise your own justice sensitivity because the likelihood is the feedback won’t be fair from your perspective. It will be expecting you to fit into a norm or be more like a neurotypical. Your best approach is to see this feedback as an information gathering stage. You may need to manage your emotional dysregulation from your rejection sensitivity later.

A few other things to consider: - Pause to think about your intention in responding - Get curious … what might be true about the feedback? - Remember that (for many) giving critical feedback takes courage. Honor that courage.

I’m going to be semi cheeky and semi serious. Walk away. One of my best employees told me when I gave her hard to hear feedback give her space because she can’t not be defensive but she promised me she did hear it. Over the five years we worked together she never got better taking feedback. She got better at stepping away professionally before she acted on her defenses. If you feel a physically reaction take some space. It’s okay to need it.

See feedback as a gift and not as a punishment. If you look at it this way, seeing the positives and opportunities instead of attacks and punishments, you will get more from it.