Your decision-making process is criticized by a peer. How do you handle the public scrutiny?

Here is how you handle the public scrutiny when your decision-making process is criticized by a peer: Seek Internal Validation: Assess your decision-making process against organizational goals and values. Ensure alignment with strategic objectives and seek input from trusted colleagues or supervisors to validate your approach. Learn and Grow: Use criticism as an opportunity for personal and professional growth. Consider how you can refine your decision-making process to enhance outcomes and build stronger relationships with peers. Maintain Confidence: While open to improvement, maintain confidence in your abilities and decisions. Trust your judgment while remaining open to constructive input for continuous improvement.

Receiving criticism can actually be a good thing because it helps you improve. When you receive criticism, you have a chance to learn and grow from it. It's an opportunity to understand where you can do better and avoid future complaints. Criticism pushes you to improve and become more effective in what you do.

Además de mantener la calma inicial, es esencial entender la perspectiva detrás de las críticas recibidas. Tómate el tiempo para analizar constructivamente los comentarios, identificar áreas de mejora y considerar cómo puedes utilizar esta retroalimentación para crecer profesionalmente. En lugar de ver las críticas como una amenaza, transfórmalas en oportunidades para fortalecer tu marca personal y mejorar tus habilidades. Demuestra tu capacidad de aprendizaje y adaptación al implementar cambios positivos basados en las críticas recibidas, lo cual refuerza tu profesionalismo y solidifica tu reputación como alguien dispuesto a evolucionar y mejorar constantemente.

When faced with public scrutiny over your decision-making process by a peer, handle it by first acknowledging the feedback openly. Assess its validity, clarify any misconceptions, and engage in respectful dialogue to demonstrate your commitment to improvement and transparency. This approach helps strengthen trust and fosters constructive dialogue within the team.

Remember, You were in your shoes at the time the decision had to be made. No one else was sharing them with you. Those who criticize you are looking through 20/20 vision and the knowledge that they can armchair QB. Yes, there are probably many different choices and possibilities that could have, would have, and should have... BUT WEREN'T!

Listen. Maybe they're right. If they're not, you just continue to make great decisions and the results will speak volumes. It they are right, however, you may learn some things and be able to reflect on how you can improve. We should always be improving.

When receiving criticism, it's important to listen carefully to what the other person is saying. Don't interrupt or get upset. For instance, if they suggest something, don't immediately explain why you did things differently. Instead, listen to their entire message, understand their perspective, and then respond calmly with your thoughts. This approach helps in having a constructive dialogue and resolving issues effectively.

You can also enhance your listening skills by validating the other person's feelings and reflecting back what you've heard. Let's say a colleague criticizes your approach to a project. You might respond with, "I understand that you feel my approach might not be effective because of X. Is that correct?" This helps validate their feelings and summarized their points before responding. It not only clarified the feedback but also shows that you genuinely value their input. Validating and reflecting back defuses tension and fosters a more productive and respectful dialogue. This demonstrates a commitment to continuous improvement and effective communication.

Honest self-reflection is important. Simply hearing feedback without truly considering it won't benefit anyone, including the person giving feedback, they might feel you don't value their input. It's important to honestly reflect on how you can improve and whether the feedback is valid or not. This helps in making meaningful changes and showing respect for others' perspectives.

Try to develop a routine for honest self-reflection. A client of mine, an executive coach, dedicates 15 minutes at the end of each day to reflect on any feedback she received and how she handled the situation. She uses a journal to jot down insights and action points. She says that when she makes a reflection, she gets to refine her decision-making and leadership skills. Indeed, her approach not only helps in addressing criticism constructively but also builds a habit of ongoing self-improvement. In turn, she gets to strengthen her personal brand and professional abilities.

When your client gives you criticism, it can be tough but also a chance to improve. Here’s what you can do: - Listen to why they said it - Stay calm and make changes - Explain why things happened as they did - If they ask for something unrealistic, help them understand why it might not be feasible

A client of mine, a project manager, initiated regular "Feedback Fridays" where team members could openly discuss any concerns or criticisms. During these sessions, she used a structured format to address feedback: first, summarizing the concern, then explaining her thought process, and finally, outlining any corrective actions. This method not only clarified her decisions but also created a culture of transparency and continuous improvement. When you adopt a structured approach to feedback, you demonstrate your commitment to open communication and your willingness to adapt and grow based on constructive criticism.

Receiving criticism from just one person shouldn't lead you to be overly judgmental of yourself. It's important to seek feedback from peers and others to gain diverse perspectives. This helps you identify areas where you can improve and find ways to grow.

If you are working for your own project then you will have your own values or ethics or working style to adhere. But when you are working for someone else, you need to modify your values or ethics or working style that aligns with the employer. Until and unless you understand your employer, their skills and vision, you can't give the best what they want. So seek for feedback from colleagues and manager in regular intervals. See whether is there any clash or behavioural change is required for you to do, do that before it goes out of your hand.

When I was a much younger professional several years ago, a client criticized my project's communication and was told I wasn't complying with the hourly updates. Instead of getting defensive, I reflected on their feedback and recognized its validity. I then implemented regular update meetings and a clear communication plan, and added weekly progress emails and a shared status document. The next project with the same client ran much smoother, and they appreciated the improvements. This experience overall helped me transform feedback into actionable growth.