Here's how you can effectively address feedback from your superiors.

Pour répondre efficacement aux commentaires/feedbacks de vos supérieurs, la première réaction à faire est de ne pas faire de réaction impulsive ou d'adopter la posture de défense ou de victime quand on vous donne des retours négatifs constructifs, restez professionnel Remerciez-les pour leurs retours, montrant que vous les appréciez et que vous êtes désireux d'améliorer votre performance. Notez les points soulevés pour vous souvenir des aspects à améliorer et montrer que vous prenez leurs commentaires au sérieux. Et enfin Soyez honnête si quelque chose n'est pas clair ou si vous êtes en désaccord, mais exprimez-le respectueusement.

Take a breath and allow your ego to calm a little as most feedback, especially if it's critical or even developmental, can feel personal. Unpick what is being discussed and then look for ways forward, ask for examples of development and opportunities to do so. Be proactive and constructive. Remember that it is natural to feel defensive and anticipate it so that you don't cloud your professional response or even your development and most importantly reflect on the fact that... We learn nothing new by getting something right. We only learn and develop from the point of a mistake or the realisation that we couldn't do or didn't know something.

I always believe feedback is a gift. Receive it with grace and feel privileged that someone cares enough to offer it. Not all feedback needs to be acted upon immediately; some may require thorough analysis and deliberation. If you decide not to act on it, inform the feedback provider about your decision and the reasons behind it. Invariably, feedback holds relevance and can help broaden your perspective, leading to better solutions. Embrace it wholeheartedly, implement what you can, and always communicate back to the provider about your actions or inactions and why.

Effectively addressing feedback from your superiors involves active listening, acknowledging their input, and implementing constructive changes. Take the feedback as an opportunity for growth and improvement, asking for clarification if needed and providing updates on your progress. By demonstrating your receptiveness and willingness to learn, you can build a positive relationship with your superiors and continuously enhance your performance.

Make an effort to acknowledge the feedback, do not hide from it, or shy away from it, this reflects maturity and a keen willingness to improve. Thank your superior for their feedback, showing that you appreciate their input and see it as an opportunity for growth. Acknowledge any mistakes or areas where improvement is needed. Taking responsibility also demonstrates maturity and a willingness and an acceptance to improve. Reflect on the feedback to understand its validity and relevance to your performance. Consider how it aligns with your own observations and experiences. Look for recurring themes or patterns in the feedback you receive over time. This can highlight areas that require consistent attention. Take the time to review yourself

Reflecting deeply on feedback involves more than just thinking about it. Try applying self-analysis techniques, such as journaling, where you jot down your reactions and thoughts about the received feedback. Ask yourself how the suggestions align with your long-term goals and where you see growth opportunities. Also, consider seeking feedback from colleagues or mentors to gain a broader perspective. This multidimensional reflection can reveal patterns and areas for improvement that you may not have noticed initially.

Como é difícil processar feedbacks, principalmente os mais duros. Saiba que n?o há reflex?o se n?o houver escuta e silêncio. No momento do feedback, escute atentamente e esteja presente, com aten??o ao que o outro diz. Se possível, tome nota. Tente silenciar ao máximo as vozes interiores, principalmente aquelas que te incitarem a gerar um debate ou discuss?o. Esse n?o é o momento. Para aprofundar a reflex?o, fa?a perguntas que te ajudem a entender os porquês do momento.

Sometimes, we enter conversations about our work with our own perspectives, and it can be challenging when feedback doesn't align with our thoughts. So, focus on understanding their perspective. Ask for specific examples to understand their point better. For instance, if you're told to improve your communication skills, you might ask, 'Can you share an example where my communication could have been more effective?' This helps you grasp their perspective without directly challenging the feedback. Next, summarize what you’ve heard in your own words to ensure you’ve understood correctly. Saying something like, 'So, you're suggesting I should focus on being more concise and clear in team meetings?' shows you are engaged and willing to learn.

Seeking clarifications is a sign of maturity and commitment to continuous improvement. Besides asking specific questions about the feedback, request practical examples and action suggestions. This not only helps clarify points but also shows your superior that you’re committed to understanding and implementing the suggested changes. Another effective approach is summarizing the feedback you received and looping back to your superior for confirmation. This ensures you’ve interpreted correctly and are focused on the right areas.

To ensure you fully understand the feedback, ask clarifying questions. This shows that you are genuinely interested in understanding the feedback and how you can improve. For example, 'Can you provide a specific example of when this issue occurred?' or 'What would success look like in this area?'

Como a ATEN??O é importante durante o feedback! Buscar clareza requer ter os fatos ("o quê") apontados na conversa como as ancoras para suas perguntas. Em cima disto, aqui v?o 4 quest?es para buscar esclarecimento: - Por que este fato está sendo apontado? - Quando ele aconteceu? - Quais foram os impactos deste fato? - O que poderia ter feito diferente? Essas s?o perguntas que ajudar?o este momento ser de aprendizado.

Establishing SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) is crucial, but go beyond that by integrating these goals into a personal development plan. Create a detailed timeline with regular steps and checkpoints to monitor your progress. Share your goals with a trusted mentor or colleague who can provide support and accountability. And don’t forget to celebrate small victories along the way. This not only keeps motivation high but also demonstrates visible commitment to continuous growth and development.

Create a specific action plan to address the feedback. Outline the steps you will take to improve and set measurable goals. Share this plan with your superior to show your commitment to making progress. For instance, 'I plan to attend a workshop on project management and will implement these techniques in our next project.

Implementing changes based on feedback is where theory meets practice. Develop a detailed action plan and be disciplined in following the necessary steps for change. Also, consider seeking training or development opportunities that can help you acquire the required skills or behaviors. Regularly review and adjust your plan as needed, maintaining a continuous cycle of feedback and adaptation. By demonstrating a proactive and iterative approach to growth, you not only enhance your own abilities but also inspire your team to follow the same path of continuous improvement.

Implement the necessary changes promptly. Demonstrating immediate action on the feedback shows your commitment and ability to adapt quickly. For example, if you received feedback on time management, start using a new scheduling tool right away and inform your superior of the changes you've made.

Effectively address feedback from your superiors by following up promptly and building trust through open, honest communication. Start by acknowledging their feedback and showing appreciation for their insights. If you disagree with something, share your perspective respectfully and have a genuine conversation about it. Take their suggestions to heart and create a plan to act on what makes sense. Keep them in the loop with your progress and keep the dialogue going. By showing you take their feedback seriously and are open to real, respectful conversations, you build trust and make your working relationship stronger and more collaborative.

1. Share the feedback with a trusted colleague or mentor. Discussing it with others can provide different perspectives and insights. You don’t have to navigate it alone. 2. Remember that change is an option. Feedback doesn’t always mean you need to change everything. Consider whether adjustments are necessary, but also recognize that maintaining your authentic self is valuable. Remember, feedback is a gift - it helps you grow and improve. Approach it with curiosity and a willingness to learn!

One truth about your superiors is that your job is to make them succeed. In return they will make you succeed. When you get 1on1 with your manager - ask this quesion: what can I do to make you look good in front of your superiors? Listen to what your superior tells you. You may find something unexpected. Anyways, absorb this information and make your effort to support your superior. When you hear feedback, you will know that both of you are working in one direction. Acting on such feedback will make your professional relationship more productive.

Being open to feedback and reflection on what was shared is very important. I believe feedback is essential for our growth and development. However, we also need to consider whether the feedback given is actually actionable. Sometimes feedback can be the other person's opinion and based on either personality differences or they believe a different approach is preferred based on their personality and what works for them. Not all feedback is equal, not all feedback is valuable and not all feedback is actionable. If after reflection, you determine that the feedback is not suitable for you or appropriate, feel free to say 'pass'. Ultimately you determine whether that other persons opinion and suggestions are aligned to your path.

Everything is feedback, data, research and an opportunity to choose to do differently. Be aware if you have a rebel archetype inside of you, that one that doesn’t always respect authority. This is not a good time to let it out! Rather, be in listening mode, and resist the urge to answer every point until you have thought it through.

Follow up with your superior to report on the progress you have made based on their feedback. Provide specific examples of improvements and any positive outcomes. This reinforces your commitment to growth and keeps your superior informed about your development. For instance, 'Since our last discussion, I've been using the new project management tool, and our team has completed tasks more efficiently.