What do you do if your feedback on analytical skills is demotivating instead of inspiring?

Check authenticity. Check whether the feedback is worth taking seriously. The person who is giving you the feedback is capable enough to guide you through the path from demotivating to inspiring. Are you ready to take the feedback positively and ask support from your mentor to bring you out from the demotivation state? Take only unbiased, trustworthy, accountable and responsible feedback to work on your weakness and transform it into your strength.

If feedback on analytical skills feels demotivating, focus on reframing it as constructive guidance rather than criticism. Reflect on specific areas for improvement and set achievable goals, seek clarification from the giver to understand their perspective better. Break down feedback into actionable steps and seek additional resources or training if necessary. Embrace a growth mindset, viewing setbacks as opportunities for learning and development and surround yourself with supportive peers or mentors who can offer encouragement and guidance. Remember that progress takes time and effort, and every setback is a chance to grow stronger.

I believe that in life, both personally and professionally, if we're not failing, then we're not learning. Feedback, especially from our well-wishers, is a crucial tool for reflection and career growth. When it comes to feedback on analytical skills, it's essential to discern whether the gaps lie in our skills or in the quality of the data. If the issue lies with the source data, it may require a broader team effort to address. However, if it's a skills gap, it is important to know where the gap is. I categorize analytical skills broadly in three areas: data analysis, visualization, and communication to stakeholders. Once identified, seeking guidance from mentors, I would focus on 2-3 actionable steps for improvement.

The first step is to identify the source of the feedback and evaluate its credibility, relevance, and intention. Who gave you the feedback? What is their expertise, role, and relationship to you? What is the context and purpose of the feedback? Is it based on facts, evidence, and standards, or on opinions, assumptions, and preferences?

Receiving feedback, especially when it concerns analytical skills, requires a growth mindset and the ability to differentiate between constructive feedback and criticism. Understanding who provided the feedback and their expertise can provide insights into whether the feedback is meant to genuinely help you grow or to undermine you. I've encountered situations where feedback was critical but ultimately constructive. Reflecting on such feedback with an open mind is crucial. Those who offer constructive feedback are open to provide specific details and offer support, whereas criticisms may lack clarity. Maintaining a growth mindset is key to not taking feedback personally and instead using it as an opportunity for improvement.

act on the feedback and implement your learning, plans, and solutions. What are the specific, measurable, and achievable goals that you can set based on the feedback? What are the strategies, methods, or tools that you can use to achieve them?