What do you do if your feedback isn't constructive or supportive enough?

Clearly, the source, your related role, and what difference it makes to you should lead your reaction. Junism: Don’t fight every battle, pick your battles.

Me gusta una reflexión que hace Robert Kiyosaki, el autor del Libro Padre Rico Padre Pobre, el dice, Recibo consejo de personas que están donde yo quiero estar. Creo que la fuente es fundamental, si usted le pregunta a una persona con mentalidad de empleados ?Qué opinas de emprender? lo más probable que diga que es riesgoso y malo, y a un emprendedor ?Qué opinas de ser empleado de una empresa? lo más probable que te diga que es lo peor del mundo, en mi caso, yo he estado "en las 2 caras de la moneda" y he aprendido a identificar con claridad la fuente, una cosa, es decir, y otra cosa es hacer; por lo que cuando pida retroalimentación, trate de que sean personas especialistas en el tema y este sea de valor para usted y su desarrollo

Tomar medidas para mejorar tus habilidades de comunicación y colaboración, contribuirás de manera más efectiva al equipo y ayudarás a alcanzar los objetivos del proyecto. Reflexiona. ?Estas siendo crítico sin ofrecer soluciones? Ofrece Soluciones. No solo es se?alar problemas, asegúrate de ofrecer sugerencias o soluciones constructivas. Practica la empatía. Intenta ponerte en el lugar de tus compa?eros de equipo y considera cómo podrían percibir tus comentarios. La empatía te ayudará a comunicarte de manera más efectiva y a brindar apoyo cuando sea necesario. Aprende de la experiencia. Cada interacción ofrece una oportunidad de aprendizaje. Reflexiona sobre tus interacciones pasadas y utiliza esas lecciones para mejorar en el futuro.

I have seen this happening indeed from the three levels: the top, peers and incumbents. Depending on the intent of the feedback, the pertinence of the subject on which a feedback is received, due consideration must be given to the source of the feedback. What is more important is how to respond to the feedback considering that it is not supportive enough. It’s always about what you may ‘control’ is what is important. Your behaviour dictates what others may think, particularly when you are at leadership level where all your actions are scrutinized.

Absolutely, feedback is crucial in any professional or work settings as it provides valuable insights into how others perceive your performance or work. Negative feedback, while initially disheartening, can often be a catalyst for growth and improvement. It's important to approach the feedback with an open mind and willingness to learn instead of immediately dismissing negative feedback as untrue or irrelevant, it's essential to consider it objectively and reflect on whether there might be validity of the points raised. Sometimes our initiate reactions stem from a defensive mindset, but taking a step back to assess the feedback more rationally can lead to valuable insights.

Even if the feedback isn't initially constructive or supportive, try to extract valuable insights or nuggets of truth from it. Look beyond the delivery and focus on the underlying message or intention behind the feedback. Consider whether there are any actionable points or areas for improvement that you can derive from the feedback, regardless of its delivery.

Review past instances where you've provided feedback. Are there patterns in the feedback you've given that align with what your colleague mentioned? Have others expressed similar concerns before? Ask your colleague for specific examples or instances where they felt your feedback lacked constructiveness or support. Evaluate these examples to understand the context and identify areas for improvement. If this feedback aligns with the feedback you've received in the past or if you notice consistent patterns in how your feedback is perceived, it's worth taking seriously and addressing.

Siempre podemos aprender de todo y de todos; siempre brilla más un kilo de humildad que un kilo de oro; la verdadera humildad, la demuestran aquellos que son conscientes que todos tenemos algo que aportar para mejorar la vida de los demás.

When faced with feedback that lacks constructiveness or support, it's important to seek clarity on specific areas needing improvement, reflect on the feedback objectively, seek advice from trusted sources, and take proactive steps to address any identified shortcomings. Providing feedback on the quality of the feedback received can also lead to more productive and helpful exchanges in the future.

Importante sempre estar atenta as mensagens subliminares, buscando extrair o melhor de cada comentário e abstrair o que n?o agrega

Reflect on your intentions behind the feedback you provide. Were you genuinely trying to be constructive and supportive? Sometimes, despite our best intentions, our communication may not land as intended. Evaluate the impact of your feedback on the recipient rather than just your intent. Even if you intended to be constructive and supportive, if the recipient didn't perceive it that way, there might be room for improvement in your delivery or approach. Approach the feedback with an open mind and a willingness to learn and improve. Even if you initially disagree, consider whether there are valid points that you can incorporate into your feedback approach.

Maintain professionalism and diplomacy in your response, regardless of how the feedback was delivered. Avoid reacting defensively or emotionally. Thank the feedback giver for taking the time to provide their input and express your openness to receiving feedback in the future. If necessary, seek clarification on specific points to ensure you fully understand the feedback being provided.

Reflexiona sobre qué busca esa persona con los comentarios. Entiende el motivo, que cada persona es diferente y quizás no lo expresa como uno lo entiende. Siempre ser cortés, buscar constructividad en críticas destructivas para aprender y mejorar constantemente. Recordemos que la evolución habla de adaptarse o morir. No todos somos iguales pero podemos dejar huella en el mundo, todo empieza por nuestras palabras.

No es fácil responder de manera cortés, un mensaje cargado de mala energía; pero no debemos olvidar que quien se domina así mismo es capaz de dominar una nación; el auto control y el dominio propio son las cualidades más importantes de un líder, son las herramientas que le permiten avanzar, y llevar consigo a sus seguidores.

One cannot expect every feedback to be positive because of the wide range of audience. If you post an article with an in-depth knowledge on the subject then such feedbacks can be avoided. Even if the feed back is negative that is alright because each individual expresses his or her opinion on the topic. Sometimes such feedback may be useful if their point of views is relevant and contributing.

'Feedback First' Days: Dedicate a day where normal operations take a backseat, and the focus shifts entirely to gathering and discussing feedback. It's like declaring a holiday in honor of improvement - a sign that you value growth over the grind. During these sessions, encourage open discussions, workshops, and brainstorming sessions that allow everyone to voice their thoughts freely and creatively.

Use the feedback as an opportunity for self-reflection and personal growth. Identify specific actions you can take to address any valid concerns or areas for improvement highlighted in the feedback. Implement a plan to address these areas systematically, setting measurable goals and milestones to track your progress.

Some feedback require time for reflection before you or your team makes a decision or a change. Whenever you are met with constructive feedback that instantly makes you change your mind about a topic, be sure to let your counterpart know as soon as possible. This will help you build better understanding and ease the friction in further discussions.

Toda retroalimentación realizada desde el amor y como un regalo, siempre llega a un buen puerto, ahora bien, no somos lo que escuchamos, no somos lo que leemos, no somos lo que estudiamos, somos lo que hacemos, así que si te gusto la retroalimentación, te dejo elementos de valor, debes tomar acción, debemos definir la línea de ruta, la cual te permitira llevar a cabo los cambios que necesitas hacer para mejorar y lograr tus objetivos.

While it's important to address areas for improvement, also recognize what's working well. Positive reinforcement can motivate individuals to maintain their strengths while working on their weaknesses.

The saying “There is no such thing as bad publicity” comes to mind. There is no such thing as bad feedback. Yes, negative feedback will affect your ego. It will test your capacity to be resilient, look inwards, face your insecurities and push forward. Emotional IQ is becoming more relevant and requested by professionals. A positive aspect is that if you take this experience for continuous improvement, you will become a more empathic leader and will provide more constructive feedback, from experience.

If you receive feedback that is not constructive, then seek addition feedback by asking for clarification. Be concrete. Start with, “I appreciate the feedback. This is what I heard you say..(state in your own words what you think was meant)..If that is correct, what types of corrective actions can I take to improve?” This is not the time to be defensive nor confrontational. Rather, it is an opportunity to enhance the quality of future communication and move forward.

I agree with the other experts, and am pleased to add my experience leading and managing hundreds of people. Leaders should seek and welcome feedback from anyone, whether positive or negative. The cross-section will tell you much between the lines about team culture, teamwork, and collaboration. Moreover, your leadership style should adapt to the culture, not spend all your time trying to change it. Most of the honest feedback will be oriented toward improving team performance, which is the primary objective.

When faced with unconstructive or unsupportive feedback, it's crucial to navigate the situation with professionalism and assertiveness. Start by acknowledging the feedback received and expressing appreciation for the opportunity to improve. Seek clarification on areas needing development and ask for specific examples or suggestions for improvement. Provide constructive feedback on the feedback itself, highlighting areas where it could be more actionable or supportive. If necessary, seek guidance from a mentor or supervisor on how to address the situation effectively. By advocating for constructive feedback, you foster a culture of growth and development within your team or organization.

I fully agree with all of the mentioned steps. As to step 5, I believe it helps to get more feedback by proactively inviting colleagues to join meetings, presentations or negotiations as observers. This will allow them to also share feedback on situations that they might normally not have a view on. This is pretty common for the manager but you might also ask colleagues whose feedback has been particularly helpful for you.

True Feedback should always be welcomed with open mindset, many a times Human unconscious bias doesn’t allow us to accept it, seeing beyond and if we see what others see with third eye perspective, Lot can be corrected to avoid future mistakes, provided if the feedback is genuine.

Receber feedback é a oportunidade perfeita para crescer. Abrace cada crítica como um presente valioso. Reflita, ajuste suas estratégias e avance com determina??o. A mentalidade de crescimento se constrói na resiliência e na capacidade de transformar feedback em a??o positiva. #DesenvolvimentoPessoal #Feedback #Crescimento

Responda el CENSO. El Estado requiere información poblacional, en el mas amplio sentido, para orientar su estrategia de desarrollo humano y la focalización de los recursos financieros. Quizás, en el mediano plazo, tengamos la oportunidad de censarnos vía internet; mientras tanto, reciba a los funcionarios del Censo con la cortesía que se merecen.

Estar desde la humildad y desde una consciencia de apertura y de aprendizaje a través de todos esos comentarios llenos de sabiduría y experiencia de las personas que nos los comparten para ampliar nuestra mirada, nuestro conocimiento y enriquecernos.

Cultivate resilience and perseverance in the face of adversity, using feedback as fuel to propel you forward rather than discouraging you.

After using my TMVinc(tm) Algorithm, I gave Enron a 0 rating at my Seminar at Oxford on “Corporate Governance and Social Values.” When I was honored to walk the long aisle to the High Table as everyone stood up at the formal event, I sat next to an important boardmember. He said to me, “June, the boardroom is not broken please stop trying to fix it for us.” I politely said thank you for your advice.” When Enron became the biggest bankruptcy ever, he called me back to discuss my views. I gave the exact same speech I had given the first time but this time pre-Sarbanes-Oxley everyone wanted to hear it!

If you find yourself receiving feedback that isn't constructive or supportive enough, take proactive steps to address the situation. Start by seeking clarification on the feedback received, asking for specific examples or areas needing improvement. Express appreciation for the feedback while diplomatically sharing your perspective on how it could be more actionable or supportive. If necessary, seek feedback from additional sources to gain a well-rounded perspective. Consider scheduling a follow-up discussion with the feedback provider to further explore areas for growth and development. By advocating for constructive criticism and actively engaging in the feedback process, you demonstrate a commitment to personal and professional growth.

Personally, I prefer the term "FeedFoward" Number 6 therefore resonates with me the most. "We are only human" but taking offence can limit ones growth and create negativity.

Establish personal criteria or filters to evaluate the relevance and utility of feedback. This involves defining what types of feedback are most useful to your growth and which ones align with your objectives. By doing so, you can quickly identify and focus on the feedback that matters most, reducing the impact of less constructive comments. Participate in or organize workshops focused on giving and receiving constructive feedback within your team or organization. These workshops can provide valuable skills and insights for both feedback providers and receivers, improving the overall quality of feedback exchanges and fostering a culture of constructive support.

Feedback is most effective when it's part of an ongoing process. Check in periodically to discuss progress, adjust strategies as needed, and continue to offer support and encouragement.