What are the best ways to manage your emotions when receiving feedback?

In my experience, the first thing we need to manage is our "immediate reaction". The one that our body has, before our brain can catch up. When we train ourselves to delay our reaction, we will be much better able to regulate our emotions as well. To do that, I recommend to focus on taking notes. This helps keeps our body busy with activity while we are listening to feedback. Taking notes also has the benefit of not missing anything while the adrenaline rushes through our body. Once we bought ourselves some time, it's critical to be self-aware of our triggers and make sure we remind ourselves "this is likely not that" when an emotional backpack reaction tries to creep in. Lastly I am always looking for the teachable moment.

I think its important to acknowledge that all feedback coming to you is personal...but it's not an indictment on your person. It's sometimes hard to flip the switch between the incoming information and the feelings it brings up, so if you need to pause, to transition from hearing to responding, do that: if you're reading feedback, take a step away from the comments. If you're talking to someone and have difficulty finding your way forward, ask for a moment to collect yourself. Use the moment to find your breath and ready your brain for a (possibly) difficult conversation.

Just after a training session for a group of associates, I asked 'how was the program?'. One associate got up and gave negative feedback on timing of the program. It was directly to annoy me. Initially I was disturbed, but not showing managing my emotions, I admired his comment saying 'Well noted your comment. Let me do the best in upcoming sessions'. At that moment I suddenly felt that, this is one of my immediate customers, hence I should do the 'best in customer caring', whatever the reaction he demonstrates. Meanwhile, I got positive feedback from few others, on the manner how I reacted in that situation itself. So, I personally believe that being professionals it is important to control emotions throughout the professional life.

It's important to first acknowledge that how you feel when you receive feedback, is completely normal and healthy. However, when we experience emotions in this scenario, it's helpful to ask the question "what was this persons intent when they gave me feedback" because this allows us to try and see the world through their eyes. In most situations when we receive feedback, the person 'giving' the feedback is trying to help, so knowing this helps us process the emotions easier. Also, if you can observe how you react, and ask yourself why you might react this way, this can give you more clarity on how you can manage these emotions in other situations. A fantastic book which has helped me is "A Path Through The Jungle" by Prof Steve Peters.

Most emotions are developed and recorded in our subconscious because of our habits since childhood. So recognising the emotions, appreciating them and identifying their source is helpful. Journaling as a daily habit is what I found effective in recognizing one's emotions. When you write down your day's activities and keep recognizing the emotions associated with the situations, it is easier to accept the emotions when you receive feedback.

Receiving feedback can stir a range of emotions, from initial surprise to perhaps a touch of vulnerability. And first of all know that whatever comes up is OK and very common. In these moments, grant yourself the grace to feel whatever arises. Then consider the reframes to help boost a positive, growth mindset. Instead of viewing feedback as criticism, consider it a guide to your growth. Try reframing "constructive criticism" as "constructive insight," a valuable resource for refining your skills. Shift "negative feedback" to "areas of potential improvement," emphasizing the room for growth. Remember, each piece of feedback is a stepping stone on your journey to becoming the best version of yourself professionally.

The very phrase, "I have some feedback to share with you..." can trigger a flight/fight response in us. It's human nature to protect ourselves when we sense the "feedback" conversation is coming from someone with power or influence, whether it's a manager or a client. By recoiling, putting a mental block up or other defense mechanism, we are closing ourselves up to change and growth. Instead of dreading the "feedback" conversation, embrace it as something that happened in the past that you can use to improve on in the future. Reframe the "feedback" as a good intention from the other that is meant to help you: "This person sees something in me/my work product/my service that can be built upon and be better."

Shift your perspective: Instead of viewing feedback as criticism, see it as an opportunity for growth. Embrace the chance to enhance your skills and understanding. It's a valuable input to your journey of continuous improvement.

Receiving feedback is tricky! It's easy to get stuck in our emotions and "taking things personally." That's when it's important to remember QTIP - quit taking it personally. What I'm suggesting isn't easy, however when you can make this shift, it allows you to hear the underlying message. What in the feedback that was shared is constructive and can help you grow? Focus on that. Find the nuggets, the opportunities, for your personal growth and development. This will help you grow!

In my experience a good place to start with while reframing mindset is the idea that you can't always control "what" happens to you, but you can control "how" you react to it. By self monitoring and by being mindful, as soon as the emotion starts to surface, it can be noticed and an awareness of -"does this emotion help me in the situation?" can help in bringing up a better alternative to follow. Always remembering that there is a choice and it is up to the person to "choose" what and how to follow helps in being more in control and more so when receiving feedback , which may not immediately look positive, but can pave the way for better positive results.

Managing emotions when receiving feedback is crucial for personal and professional growth. Asking for clarification and staying curious are excellent strategies. A desire to understand more and being open, shows that you want to learn how to improve, but also gives you a clearer picture of what exactly is being communicated. Lead with well-crafted questions that unlock new perspectives, stimulate critical thinking, and deepen understanding.

Asking for clarification (and receipts) is key. We often receive feedback and don't understand WHERE it is coming from. Was there a specific project, interaction, deliverable that you can reference? Is this an individual observation by the person giving feedback or a observed and communicated by someone else? There are many factors that can you help you address the feedback once you seek clarification. I recall a time I was given some very broad feedback. I asked for an example one could not be provided. It was "general" feedback. Feedback should be specific and actionable. You have to right to ask for clarification and receipts.

Verify that you understand the underlying need correctly. State your need, and the one you believe is your peer's need. And also a request to meet that need.

?Por qué no pedimos una aclaración cuando nos dan feedback tras una entrevista de trabajo o tras el envío de un CV? En realidad deberíamos de entenderlo como algo natural, porque buscar avanzar en tu carrera profesional debería de ser una especie de toma y dame: yo te cuento lo que aportaría a tu empresa, tu me dices cómo lo ves y, sobre eso, aclaramos lo que sea necesario para llegar a algún punto de acuerdo. En definitiva: no tengas miedo a pedir que te aclaren algo que no veas claro, a repreguntar o incluso a pedir ese feedback sobre tu perfil que en realidad necesitas.

How often have you received feedback on how you give feedback? How frequently have you been invited to provide input on others' feedback strategies? Significant evaluation of feedback abilities is often overlooked in professional development, so we can't expect our peers and leaders to always get it right. Asking for clarification on feedback isn't a challenge to someone's thoughts or authority. In fact, it ensures mutual understanding and gives immediate feedback to the person providing it, benefiting both parties. One of the most effective strategies for seeking clarification is repeating your takeaways using 'I' statements like, "What I have heard is... Have I captured your insights accurately?"

Nada mejor que expresar gratitud después de recibir un feedback, luego de eso lega el turno de analizarlo y reflexionar si el caso lo merece.

I like this analogy of giving feedback as similar to a gift; I just dramatise it further by saying “ by not receiving and recognising it, you are letting it fall on the floor! What a waste!” Of course as Gina suggests you can act or not act on it but must recognise it for what it is - someone else making time for you to share their perspective - a gift!

Whilst it's gracious to express gratitude for the time and effort that another person puts into giving us feedback, we can still remain free to decide what to do with the feedback. I like the analogy that receiving feedback is a bit like receiving a gift and it is up to the recipient to decide whether to keep it, exchange it for something else or dispose of it.

When receiving feedback, express gratitude for the insights shared. Acknowledge the opportunity for growth and improvement, fostering a positive and receptive mindset. This approach demonstrates emotional intelligence and a commitment to personal and professional development. #CareerTips #EmotionalIntelligence

I find this to be especially important when so many of us wish we got more feedback. Some people may shy away from giving constructive feedback based on previous experiences. For many people, it really does take something to speak up and share feedback especially if they have suggestions for improvement, so thank them!

1. Stay Open-Minded: 2. Pause and Reflect: 3. Separate Emotion from Fact: 4. Ask for Clarification: 5. Identify Actionable Steps: 6. Embrace a Growth Mindset: 7. Seek Support: 8. Set Realistic Goals: Remember, managing emotions during feedback is an ongoing process, and each instance contributes to your personal and professional development.

Receiving feedback is important but making the practical use of it is even more important. When a Manager is giving you a feedback, you can ask for a detailed plan of how you will develop your skills further & also be checked on your progress. As the one who gave you the feedback, knows what to improve and how to potentially do it. After some time you can check your progress and as a result your career progression in the company as well.

Once your "why" becomes more clear and you know "what" you want to achieve next, is good to think in small steps how would you get there, What would be the smallest step but relevant and motivaying towards your goal?

Here's where I like to apply the three A's. Awareness, Acceptance, and Action. I think it's imperative to first be aware of the feedback. What does it mean to you. Then accept the feedback for what it is. It's one person's perspective. Finally, take action. Focus on changing the things you can. Small, consistent actions toward your goals is key. Progress not perfection.

I believe it’s also important to determine what part of their feedback you’ll take to heart and what part you’ll choose to set aside. Not all feedback is well intentioned. It may not always be accurate. Sometimes, we take to heart the wrong thing when it may have just been the giver’s own biases or dysfunctions. That is possible.

Navigate feedback with resilience and growth in mind. Start by recognizing and acknowledging your emotions without suppression. Reframe your mindset, viewing feedback as an opportunity for learning and improvement rather than criticism. Seek clarification for a clear understanding and express gratitude for valuable insights. Take proactive steps by creating a plan to implement feedback, highlighting your commitment to continuous improvement. Additionally, seek support from colleagues or mentors when needed. Embrace feedback as a catalyst for your ongoing development journey! ?? #CareerGrowth #FeedbackResilience #EmbraceChange

Building a solid support network is a critical part of career & personal development. When we try to navigate this alone or worse, with people who are not supportive, we can easily become discouraged. Carefully consider the people who are best to fill this role in your life - can they speak honestly through a lens of kindness? Are they rooting for you? Are they living life in a way that you aspire to (i.e., are they someone you want to take advice from)? When you are mindful about who fills the role of being on your "Personal Board of Directors", it will be easy to go to them for support in situations such as how to manage your emotions when receiving feedback.

Esse ponto é perfeito! Pq um psicologo tbm faz terapia? Pq a autoanalise é limitada e precisamos de ajuda externa. A mesma coisa em qlqr ponto da nossa vida profissional. Eu acredito fortemente no poder das mentorias e acredito que esse formato será muito presente na educa??o do futuro. Menos blablabla e mais pratica. Menos “vc deveria fazer xyz” e mais “veja como eu fiz e aprenda com isso”.

Seeking support when grappling with feedback is a smart move. It's not about gathering a sympathy squad from friends or coworkers, but about getting genuine, constructive perspectives. Reach out to mentors or colleagues who can offer grounded advice and encouragement. They can provide insights that help you see things in a new light, easing any stress or isolation you might feel. And if you're looking for more structured guidance, consider connecting with a coach. They can offer professional insights and strategies to help you process and utilize the feedback effectively, turning it into a stepping stone for personal and professional growth.

Everyone needs support, leaders more so than others. The higher you go on the leadership ladder, the lonelier it becomes and the more you need a friend who knows the territory.

Tips to manage your emotions: 1. Don’t assume the feedback is meant to be negative or hurtful but is meant to help you improve performance or behavior. 2. No matter how it is presented, listen for the seed of truth within what’s being said rather than the emotion or malicious intent. Take from it what will help you and discard the rest. 3. Feedback is given based on the providers perspective so you can learn a lot about their expectations of and experience with you which allows you to use their feedback to your benefit. 4. There is a difference between feedback and attack. You needn’t react with defensiveness to feedback, nor be passive to being attacked. 5. We don’t know what we don’t don’t know, so feedback can help you grow.

If it’s positive feedback then celebrate! ?? If it’s negative feedback then get in a workout. ?? It’s these moments that help better prepare you to give more.

Anote! N?o somos um HD ambulante, por isso a minha dica é: anote! Pegue um caderninho e escreva com riqueza de detalhes tudo o que rolou e o que vc fez. O tempo vai passando, um monte de coisa vai passando por cima da gente (rs) e ou a gente esquece ou n?o se lembra perfeitamente…Tenha o seu diário de carreira ?? e terás o seu repertório registrado para trabalha-lo a seu favor.

One thing I find helpful is that we always have a choice how to accept what comes toward us. Nobody can ashame you or hurt you without your permition. What hurts us actually are our thoughts. Working on your personal awareness, healthy self confidence and cultivating self love will help you start separate the feedback that helps you grow from the one that comes from someone's ego and prevent your growing. Just remember that we have a choice how to feel. Our thoughts causes us pain - how we accept the words that come to us, not the words themselves. When we change our perspective, we stop feeling the same way and change our reactions naturally. Raise your self love, confidence and awareness, and know that it is a process.

Una utilidad que he podido evidenciar es que es preciso no dejarse subestimar por las impresiones que suelen surgir en la fase inicial del encuentro e interacción, es preciso identificarse bien con el contorno para determinar y reconocer el verdadero objetivo de la actividad en cuestión y de esta forma identificarse con el hecho circundante