What do you do if your professional competence is questioned by feedback?

Before reacting emotionally, take a moment to reflect on the feedback. Consider its context and the credibility of the source. Determine whether it's a valid critique or a misunderstanding. This introspection sets the stage for a constructive response.

1. Stay Calm and Composed: Getting defensive will shut down communication. Take a deep breath and acknowledge the feedback. 2. Ask Clarifying Questions: Seek specifics. Ask what areas caused concern and how you could have done better. 3. Focus on Learning: Is there truth to the feedback? Identify areas where you can improve and don't be afraid to admit knowledge gaps. 4. Develop a Plan: Discuss specific steps you'll take to address the feedback. This shows initiative and a commitment to growth. 5. Follow Up and Deliver: Demonstrate your commitment to improvement by following through on your plan. Update your manager on your progress.

"Embrace feedback for growth! Address it openly, seek examples, and assess objectively. Engage in mentorship, training, and discuss development plans. Show progress, seek ongoing feedback, and communicate successes. Stay proactive in learning!

There are many things to evaluate when receiving this sort of feedback. - What is the background/history between yourself and the individual? Could there be ill intent? - Feedback comes from a personal set of ideas and experiences. Understand that everyone has their own unique perspective on the world, way of communicating. Take it with a grain of salt. - Your state of equanimity is key. Put your emotions to the side and evaluate whether the feedback is accurate and coming from someone who is even in a qualified position to provide it.

If my professional competence is questioned by feedback, I would first take a step back to assess the validity of the criticism objectively. I would seek clarification on specific areas of concern and actively listen to understand perspectives. If warranted, I would acknowledge any shortcomings and take proactive steps to address them through additional training, mentorship, or self-improvement efforts. Constructive feedback, even if challenging, presents an opportunity for growth and learning. I would strive to demonstrate resilience, humility, and a commitment to continuous improvement to regain trust and confidence in my professional competence.

If the feedback is unclear, seek specific examples to understand the concerns fully. Clear communication is essential for addressing issues effectively. Asking for clarification demonstrates your commitment to improvement and fosters productive dialogue.

From my point of view, clarity is the most important aspect of feedback because, in my experience, there have been moments when I received confusing feedback, and I always seek clarity from my leader. It's important to understand that the person giving feedback is also human and can make mistakes. Thus, the recipient can also help to steer the conversation within a safe emotional environment for both parties.

Quando o gestor precisa falar para o colaborador sobre uma demanda em atraso, ele pode fazer a seguinte abordagem: "Compreendo que você tem passado por alguns problemas, caso precise de ajuda, estamos aqui para auxiliar. Porém, o fato desse obstáculo ter sido colocado a frente do seu trabalho afetou as suas entregas de demandas nesses dias. Precisamos que você saiba separar melhor essas situa??es para n?o impactar o seu desenvolvimento".

LinkedIn can be a discreet way to seek advice on how to approach someone for clarification on feedback. You can message a trusted colleague or mentor for guidance on how to ask for specific examples in a professional manner. This approach ensures you're prepared to address concerns effectively.

Seek first to understand, then to be understood. This is Habit 5 from the bestselling book “The 7 Habits of Highly Effective People,” by Stephen R. Covey. To seek clarity, start with empathy, constructive statements, and clarifying questions. “Thank you for taking the time to provide me with your feedback. I am genuinely interested to learn more about your post. May I ask you a few questions to better understand your point of view?” Set the stage for constructive dialog and gain perspective. “What were your initial thoughts that first led you to post feedback? What might you have done differently if you were me in the same situation?” What others say about you is either real or perceived – so first seek clarity and understanding.

Consider whether there's truth to the points raised and how they align with your self-assessment. It's crucial to be honest with yourself about areas that may need improvement. This step isn't about accepting all criticism as fact but about discerning which parts of the feedback can help you grow and improve in your role.

When faced with feedback that questions your professional competence, it's crucial to approach the situation objectively. Start by separating the person from the issue and focus on the specific content of the feedback. Reflect on the feedback against your known competencies and performance objectives. Consider seeking clarification or examples to better understand the concerns raised. It's also beneficial to discuss the feedback with a trusted mentor or colleague to gain an additional perspective. Ultimately, use the feedback as a constructive tool for personal and professional growth, identifying areas for improvement, and developing an action plan to enhance your skills and competencies.

Objectively evaluate the feedback against your self-assessment. Acknowledge areas for improvement while discerning the validity of the critique. Embrace constructive criticism as an opportunity for growth rather than a setback.

Feedback positivo Esse tem o objetivo de elogiar uma atitude de um profissional ou um comportamento que teve um impacto positivo. Ainda, mostra para esse colaborador que a empresa gostaria que ele repetisse essa atitude. Exemplos de feedback positivo Citar exemplos reais, vividos pela pessoa avaliada, é importante para que ela entenda do que se trata esse feedback. Portanto, se o colaborador bateu a meta de vendas estabelecidas pelo gestor no mês e foi também elogiado por um cliente, ele precisa saber disso.

LinkedIn Learning offers numerous resources to help you assess and act on feedback critically. Courses on emotional intelligence can teach you how to manage your emotions and respond to criticism constructively. This objective evaluation is crucial for personal and professional development.

Develop a response plan that includes scheduling a meeting with the feedback provider. Approach the discussion constructively, outlining steps you intend to take to address the feedback. Demonstrating openness to growth reinforces your dedication to excellence.

Depois do feedback concluído, o processo n?o acaba. O líder deve acompanhar o liderado nas a??es que foram definidas até que a causa identificada seja tratada. Por isso, ao dar um feedback de orienta??o de melhoria, recomendamos classificar o feedback como “pendente” ou “resolvido”. Feedback resolvido é aquele em que uma orienta??o simples resolve a situa??o e n?o demanda acompanhamento do líder. Pendente é aquele feedback que demanda um acompanhamento. Assim tanto o RH quanto o líder podem atuar juntos, monitorando os feedbacks pendentes para que as a??es definidas sejam realizadas

Before responding to the feedback, consider engaging with content on LinkedIn about effective communication and feedback response. This can prepare you to approach the conversation constructively, showing your commitment to growth and excellence. Sharing your general thoughts on receiving and acting on feedback (without divulging confidential or sensitive details) can also demonstrate your professionalism to your network.

I reflect on my own performance objectively to assess the validity of the feedback. I then plan my response by acknowledging any areas where improvement may be needed and outlining how I intend to address them. If there are misunderstandings or inaccuracies in the feedback, I prepare clear and respectful explanations to provide context. Ultimately, my goal is to respond thoughtfully and professionally, demonstrating a proactive attitude towards addressing feedback and continuously improving my professional competence.

Act on the feedback by implementing necessary changes. This may involve acquiring additional skills, refining processes, or enhancing communication strategies. Set achievable goals and timelines to facilitate progress.

Nem sempre o feedback é de melhoria ou de elogio. Existem muitos casos em que, tanto o desempenho quanto as competências de um colaborador est?o bem. Isto é, quando a pessoa atende ao que o cargo requer, sem nenhum destaque específico, ou uma deficiência a ser tratada. é aí que entra o feedback de acompanhamento. De qualquer forma, o líder precisa estar sempre próximo da sua equipe. N?o apenas quando alguém se destaca ou quando alguém apresenta uma deficiência! Uma conversa periódica é muito saudável, n?o só para acompanhar os liderados, dar apoio e orienta??es, mas também para ouvir suas sugest?es sobre os processos da área, entender suas expectativas e necessidades.

LinkedIn Learning is an excellent resource for courses to improve your skills, whether it’s project management, technical skills, or communication. Furthermore, joining industry-specific groups allows you to learn from others who have faced similar challenges and overcome them, providing you with actionable ideas to enhance your performance.

I develop an action plan outlining concrete steps to address these areas. This plan may involve seeking additional training, gaining new skills, or adjusting my approach to work tasks. I remain open to feedback throughout this process, seeking guidance and support as needed from colleagues or mentors. By taking deliberate steps to implement changes based on feedback, I demonstrate a commitment to continuous improvement and enhancing my professional competence.

Nem sempre o feedback é de melhoria ou de elogio. Existem muitos casos em que, tanto o desempenho quanto as competências de um colaborador est?o bem. Isto é, quando a pessoa atende ao que o cargo requer, sem nenhum destaque específico, ou uma deficiência a ser tratada. é aí que entra o feedback de acompanhamento. De qualquer forma, o líder precisa estar sempre próximo da sua equipe. N?o apenas quando alguém se destaca ou quando alguém apresenta uma deficiência! Uma conversa periódica é muito saudável, n?o só para acompanhar os liderados, dar apoio e orienta??es, mas também para ouvir suas sugest?es sobre os processos da área, entender suas expectativas e necessidades.

Continuously monitor your performance improvements following the implementation of changes. Seek follow-up feedback to ensure alignment with expectations. This ongoing evaluation fosters continuous learning and adaptation.

Use LinkedIn to track and share your professional development milestones. For instance, if you've taken a course in response to feedback, you can add this to your profile. This not only showcases your commitment to continuous improvement but also invites constructive dialogue with your network, providing additional perspectives and encouragement.

It's not uncommon for feedback, even constructive ones, to be delivered in a less-than-polite manner. In such cases, I practice selective hearing. Filtering out out the harshness or 'barking' parts of the feedback helps to focus on the core message. Usually, there are valuable tips or insights hidden beneath the criticism that can help in improvement. Remember, sometimes valuable lessons come in rough packages. It's up to us to sift through the noise and extract the essence that can help us grow.

Feedback is a reflection of a belief the other person holds about you. If the feedback challenges how you perceive yourself in any way, ask yourself if you want that person to continue to hold that belief. If you do, keep doing what you’re doing. If you don’t, change the experience that you are creating for them. Most importantly, thank them for the feedback. After all, it can’t be easy to share tough feedback with others so transparently. If you want them to change their perception, make sure to follow through with actions that change their experience. Lastly, if you do change the experience, seek their feedback again to make sure you’re making progress.

Always consider that the feedback is generated by a human being, who is by definition a bundle emotions and feelings which could make any feedback drifted by such emotions. Focus on the essence of the feedback not on the tone of voice or choice of words...absorb, think rationally, reflect, count to 10 and then answer. Make sure to take any valid feedback as a trigger for your continuous improvement and personal growth.

Sharing your journey of receiving, processing, and acting on feedback on LinkedIn can inspire others. Writing a post about the importance of constructive criticism in professional growth, without sharing specifics, can contribute positively to your personal brand. It highlights your resilience, openness to growth, and ability to transform challenges into opportunities for development.

Absolutely agree with @Samer has shared earlier, from my experience treat feedback as a GIFT. The overall question is not right, the way the question is framed more or less in corporate we trained leaders and managers to give feedback in such a way that truth triggers, relationship triggers and identify triggers comes in the picture and hence feedback has was underutilised by employees. We need to train people how to receive feedback and give feedback that is constructive, focused and forward looking. In this process also teach employees to receive feedback as a gift where they can act.