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

Active Listening is often the best: - Summarize: "You want me to spend more time on X?" - Negotiate: "That means I can spend less time on Y?" - Connect: "Let's meet next week to review" A good manager realizes that you are a skilled but finite resource.

Em minhas rela??es com superiores, manter as expectativas alinhadas é t?o importante quanto a entrega de projetos, iniciativas e gest?o. Atuando dessa forma, o Feedback se transforma em algo natural, que n?o precisa de reuni?es formais para acontecer, pois faz parte do dia a dia alinhar o que cada lado espera em termos de qualidade, prazos, comunica??o etc. Por outro lado, haverá situa??es de agenda que podem tumultuar essa comunica??o e deixar lacunas nos alinhamentos, tornando necessário formalizar a conversa, que deve ser baseada em fatos, histórico, detalhes e principalmente, definir próximos passos. Em qualquer que seja o ambiente, a escuta ativa é fundamental, assim como o espa?o para discordancias e negocia??es.

The most important thing is to listen. Mostly, when you are not prepared to hear non positive things about yourself. Take that as an opportunity to see yourself through others' eyes. It's true, we always have points of improvement. Listen carefully, don't interrupt. Take notes and thanks for the feedback. Tell you're going to think about. After listen, "open the doors", approaching the one that gave you the feedback with: "I'm going to reflect about these points and I will design a plan to improve them. After, I'd like to polish this plan with you, and get your guidance to implement and follow that with me". A servant leader, for sure, will love that. It'll be an opportunity to improve and to nurture a good relationship with your manager.

Feedback, either good or bad, is always useful. Some think that bias can invalidate it, but I think otherwise, and I'll explain why. Those who really dislike you, tend to have an exceptional ability to spot your weaknesses. Therefore, their feedback is oftentimes exaggerated. However, the caricature they make of you, is based on true negatives. If you take an objective stance and use their dislike for you to your advantage, you can improve on your weaknesses and get better. Perhaps, those you like you would not have spared the time to raise concern for these minor deficiencies, and you would have missed an opportunity. Conversely, those who like you may exaggerate your abilities, but their praise is still rooted in truth. Act on feedback!

- Uma coisa importante é tangibilizar o Feedback, como? Se ele n?o indicar um exemplo da sua atua??o a qual gerou o Feedback, pe?a para ele um exemplo recente que gerou o ponto de Feedback. Da seguinte forma: "Você poderia me trazer um exemplo real da minha atua??o que gerou esse ponto indicado por você?"

Você pode pegar alguns desenhos de solu??o a qual você atuou e focar nos pontos de Feedback afim de encontrar alguma inconsistência no seu desenho. Analise trechos específicos da solu??o quebrando em partes e analisando os critérios de escalabilidade, desempenho e seguran?a que aquela parte em si possa apresentar ou deva apresentar.

Going through these feedbacks will open mind will probably provide impetus to the points in the course of the discussion. However, objectivity must be ensured at all times and this will make the whole engagement a robust one.

Please bear in mind that a plan of action is not set in stone. While it is unlikely that you would completely overhaul a new process, in a healthy work environment, you should be able to question the plan of action. If you find that certain steps of the action plan are not functioning effectively, provided there is a proper feedback mechanism in place, you should be able to raise concerns and suggest improvements.

Si el analisis del feedback recibido implica realizar cambios, estos deberían planificarse y estimarse. Luego de identificar responsables y contemplar los aspectos de la planificación es importante chequear este plan con quienes dieron el feedback para asegurar el alineamiento antes de comenzar a trabajar.

Defina uma evolu??o da arquitetura com um plano de a??o e categorize as atua??es do plano de a??o: Escalabilidade, perfomance e seguran?a. No final, discuta com um par o desenho atual e as atua??es de plano de a??o mostrando o valor que cada atua??o do plano de a??o vai evoluir na arquitetura da solu??o proposta.

Some additional Points for Effective Execution - Resource Allocation - Clear Responsibilities - Regular Progress Reviews - Proactive Risk Handling - Quality Assurance - Feedback Incorporation - Change Management By focusing on these additional aspects, you can enhance the effectiveness of your execution phase, ensuring that your projects are implemented successfully.

Helpful addditions: - create a feedback loop as part of Change Management - Small system enhancements is better than implementing many changes at once.

Implementing specific changes depends of having sufficient authority to effect any change. If you are not working at, or engaged with personnel working at, the executive level of the organization, don't na?vely fool yourself in to thinking your work will end up influencing more than it could. Clearly establish an understanding of your "sphere of influence," why things which your prospective changes may impact are the way they are. Be cognizant of history at the micro level of your client organization. Carefully ask your customers what they want, and expect. If their goals do not align with what you thought, if you want to work with them adjust your expectations and goals.

Post implementation: - do a post prpject architecture review - document any future architecture enhancements to consider - update system architecture documentation

When your boss has an end of year review and creates new goals for you on review day, instead of the ones created at the start of the year, it's probably time to look somewhere else.