Motivational speakers often make these mistakes when responding to feedback. How can you avoid them?

2 Mistake 2: Ignoring feedback

Another mistake that motivational speakers make when responding to feedback is ignoring it. They may think that they know better, that they have nothing to learn, or that the feedback is irrelevant, biased, or wrong. They may also avoid feedback altogether, by not asking for it, not listening to it, or not following up on it. This can limit their growth, creativity, and effectiveness. To avoid this mistake, you need to remember that feedback is valuable, not useless. Feedback can help you discover new ideas, perspectives, and opportunities. It can also help you avoid mistakes, solve problems, and overcome challenges. Instead of ignoring feedback, you should embrace it. Seek it out, listen to it attentively, and act on it accordingly.

3 Mistake 3: Arguing with feedback

A third mistake that motivational speakers make when responding to feedback is arguing with it. They may try to justify, explain, or defend their choices, actions, or results. They may also try to convince, persuade, or prove their point of view. They may even blame, accuse, or criticize the feedback giver. This can create conflict, resentment, and distrust. To avoid this mistake, you need to remember that feedback is subjective, not objective. Feedback is based on the feedback giver's perception, experience, and expectation. It is not the absolute truth, but one of many possible opinions. Instead of arguing with feedback, you should respect it. Acknowledge it, appreciate it, and consider it. You don't have to agree with it, but you have to accept it.

4 Mistake 4: Dismissing feedback

A fourth mistake that motivational speakers make when responding to feedback is dismissing it. They may think that the feedback is too vague, too general, or too specific. They may also think that the feedback is too positive, too negative, or too mixed. They may even think that the feedback is too late, too early, or too frequent. This can lead to confusion, frustration, and complacency. To avoid this mistake, you need to remember that feedback is relevant, not irrelevant. Feedback is related to your purpose, audience, and message. It is not random, meaningless, or arbitrary. Instead of dismissing feedback, you should clarify it. Ask for examples, details, and suggestions. Ask for feedback that is timely, specific, and constructive.

5 Mistake 5: Misusing feedback

A fifth mistake that motivational speakers make when responding to feedback is misusing it. They may use feedback as a weapon, a shield, or a crutch. They may use feedback to attack, defend, or excuse themselves or others. They may also use feedback to copy, compare, or compete with other speakers. This can harm their integrity, authenticity, and originality. To avoid this mistake, you need to remember that feedback is a tool, not a weapon. Feedback is a means to an end, not an end in itself. It is not a way to hurt, protect, or justify yourself or others. Instead of misusing feedback, you should leverage it. Use feedback to learn, grow, and improve yourself and your speech.

6 Mistake 6: Forgetting feedback

A sixth mistake that motivational speakers make when responding to feedback is forgetting it. They may not record, review, or reflect on the feedback they receive. They may also not share, discuss, or apply the feedback with others. They may even not follow up, measure, or celebrate the feedback outcomes. This can waste their time, energy, and potential. To avoid this mistake, you need to remember that feedback is a process, not an event. Feedback is a continuous cycle of giving, receiving, and using feedback. It is not a one-time occurrence, but an ongoing practice. Instead of forgetting feedback, you should remember it. Document it, analyze it, and act on it. Share it, collaborate on it, and learn from it. Follow up on it, evaluate it, and celebrate it.