Get to the root of your extremes. The key is to dig beneath your preferences to better understand what need they serve. As a leader, people have a right to expect a reasonable degree of consistency from you. Make a list of five stakeholders with whom you believe you have productive, mutually beneficial, trust-based relationships, and five with whom you believe you have the opposite type of relationship. For each productive relationship, identify what you feel makes it work. What values are you using to extend trust? What about the individuals do you most enjoy? What characteristics of yours do you feel they value?

Conflicting feedback? Here’s how to navigate it with ease: ?? Pause & Process: Take a breath. Listen to each piece of feedback with an open mind—there’s usually a nugget of gold in each perspective! Clarify Priorities: Ask for guidance on the main goals. This can help prioritize which feedback aligns best with the project's key objectives. Collaborate: Bring all voices together and discuss as a team. Embracing diverse viewpoints leads to creative solutions and strengthens the project overall. Stay calm, stay curious, and let the feedback refine your work

When you get a conflicting feedback - its important for your own self-confidence to ascertain its genuineness by assessing the source. If the feedback comes from a place of concern for betterment, then actions must be taken to incorporate the same. If not, its better to just ignore as heeding to such feedback will only be counter-productive In the first case, seek additional details so that you know which behavior needs changing and try to incorporate small, sustainable, daily changes towards a better you

In one high-pressure project, I received conflicting feedback from multiple stakeholders, leaving me feeling stuck. I began by assessing the source of each piece of feedback, considering which stakeholders had the most direct impact on the project's success. Then, I reached out for clarification, engaging in conversations to understand their rationale. Finally, I prioritized the feedback that aligned best with the project’s core objectives. This methodical approach helped me navigate the feedback effectively and kept the project moving forward.

What’s important is not to blame anyone, but to appreciate everyone’s honesty and openness about what’s not working. Together, we can figure out how to solve the issues. It’s key to avoid playing a game of telephone and instead have a direct conversation, even with the client, to clarify the next steps. Working under constant pressure leads to frustration on all sides. Often, frustration arises because everyone interprets things differently, which adds more stress. We handle large, important projects, and they should be enjoyable collaborations, not battles. Appreciating feedback > blaming someone for what went wrong