Here's how you can effectively handle feedback that you disagree with.

Stay curious. Whatever the feedback you're about to receive, think 'that's interesting' when it comes. 'That's interesting that they feel that way. I wonder why?' 'That's interesting. I wonder what they believe to be true if that's how they feel?' 'That's interesting. How I am looking at that situation, and why do I believe that's true?'

Effectively handling feedback I disagree with involves staying open-minded and focused on understanding the perspective. I start by thanking the person for their feedback to show appreciation. I ask clarifying questions to gain more insight into their viewpoint and rationale. Reflecting on the feedback objectively helps me separate emotions from the message. If needed, I discuss my perspective respectfully and propose alternative solutions. Finding common ground and seeking constructive aspects in the feedback helps me grow professionally. Lastly, I commit to continuous improvement and use the feedback to refine my approach moving forward.

Feeling mistreated is often an emotional trigger. We get angry, upset, or simply sad. None of these feelings will help you in that moment to share your point. When you feel emotions bubbling up, take a deep breath, thank that person for sharing their points, and ask them to continue the conversation later so you can have time to think about what was just said. By putting space between you and the feedback, you'll find clarity, calm your emotions, gather your thoughts, and feel in control about your response to get back later to them purposefully and balanced.

Receiving feedback that you agree or disagree with starts with appreciation—a "Thank you" or "Thank you, I appreciate your observation/point of view." Own the feedback and intentionally create the space for processing and reflection, by requesting time for reflection and a commitment to schedule a follow-up dialogue.

Curiosity is the mood to move into when it comes to feedback you do not understand. Ask: What assessments are they making and why What assertions/facts are the other able to provide you Understand what your behavior triggered for them and why Be curious of the emotional component in their feedback and your own emotions as you receive it Show your open ness to think about their inputs. This sort of calm and collected response is the hallmark of dignified leadership

Start by actively listening to the feedback without interrupting, which shows respect and helps you understand the other person's perspective. Stay calm and composed, avoiding any defensive reactions, and take a moment to process the information before responding. Seek clarification to ensure you fully understand the feedback and its context. Acknowledge the feedback, even if you disagree, to show appreciation for the effort and intention behind it. Reflect on the feedback objectively, considering if there is any merit or aspect that could be beneficial. Respond thoughtfully by providing a reasoned explanation of your perspective, supported by evidence or examples.

Actively seeking feedback demonstrates humility and a commitment to personal development. Embracing feedback with gratitude and viewing it as a gift that helps you grow and improve can be challenging, especially when it's critical. When receiving feedback, it's important to listen carefully without interrupting, staying open-minded, and taking a moment to process before responding. Expressing gratitude to the person for their feedback, even if it’s difficult to hear, reinforces a culture where feedback is a two-way street, it's valued and encourages others to share their perspectives.

Firstly, approach the feedback session with the intent to learn something new. Focus entirely on the speaker. Put away distractions, maintain eye contact, and nod to show you are engaged. This demonstrates respect and attentiveness. Avoid forming counterarguments in your mind while the other person is speaking. This allows you to understand their perspective without bias fully. Summarise what you’ve heard to ensure you’ve understood correctly. Phrases like, “What I’m hearing is…” can help clarify the message and show that you are actively listening. Recognise the emotions behind the feedback. Statements like, “I can see this is important to you,” validate the speaker’s feelings and build rapport.

Expressing gratitude is an essential point, whether we agree with the feedback or not. Great point Rita listening deeply, abd not with the intention to just prepare our reply is also important

Use questions that encourage elaboration, such as “Can you tell me more about what you mean?” This helps you gain a deeper understanding of the feedback. Ask for concrete instances that illustrate the feedback. This can help you see the context and specifics, making the feedback more actionable. Understand the purpose behind the feedback. Questions like, “What outcome are you hoping for from this feedback?” can reveal the underlying goals. Repeat back what you’ve heard in your own words and ask if you’ve got it right. This ensures there are no misunderstandings. Engage in a dialogue about possible ways to address the feedback. This collaborative approach can lead to more effective and agreeable solutions.

Avant d'être désagréable, un commentaire est purement et simplement un ensemble de données. Comment savoir si elles sont pertinentes et exploitables sans prendre le temps de les réceptionner et de se les faire préciser. Cela ne nous engage pas à les valider ni même à les exploiter.

When faced with unclear or seemingly unfounded feedback, don't hesitate to seek specific examples or clarification. This approach demonstrates your engagement and genuine interest in considering the input seriously. Engaging in open dialogue helps bridge gaps between differing opinions, fostering a more nuanced understanding of the issue at hand. Remember, seeking clarity is a sign of strength, not weakness. Effective leaders know the value of comprehension and are proactive in embracing constructive discussion to better themselves and their teams.

When seeking clarification, consider the source of the clarification. What is going on in your heart and mind? Is your heart at war (I am right, you are wrong), or is your heart at peace (see the other person as a human being just like you, with hopes and fears - theirs are as real as yours?

When you receive negative feedback or something you disagree with, you shouldn't try to defend yourself. Take some time and think about the reason for the feedback and why you disagree with it. It helps in understanding the reason and helps in giving a proper reply.

Focus on the key points of the feedback rather than trying to address everything at once. This prioritisation helps in creating a manageable action plan. Instead of rigid goals, set intentions that guide your actions. For example, “I intend to improve my communication skills by being more concise in meetings.” Establish regular check-ins to discuss progress and adjust actions as needed. This ongoing dialogue keeps the process dynamic and responsive. Use your existing strengths to address the feedback. For instance, if you’re good at research, apply this skill to find new communication strategies. Don’t hesitate to ask for help from mentors or peers. Their insights can provide new perspectives and aid in your development.

You can take some time, analyse the situation and try to communicate your thoughts and feelings about the disagreement. It helps in fostering relationships with your team and colleagues and gives them trust in giving you some negative feedback next time.

One piece of advice I heard is to catch feedback in an imaginary baseball glove far away from your heart. Take the time to look at it from a distance and ask yourself if it could be true from their perspective. If there is nothing to take from the feedback then throw it away but if there is something to learn then bring that back in closer to you and take it in.

Handling feedback you disagree with requires patience and an open mind. First, listen carefully to the feedback without interrupting. Thank the person for their input to show appreciation for their perspective. Reflect on the feedback objectively and try to understand the underlying concerns. If you still disagree, seek clarification or additional examples. Respond calmly, expressing your viewpoint respectfully. Use this as an opportunity for constructive dialogue. If possible, find common ground or a compromise. Remember, feedback is valuable for growth, even if you don’t agree with it entirely. This approach maintains professionalism and fosters positive relationships.

Remember, it's *your* choice whether to act on feedback you receive. Some feedback might directly contradict other things you've heard. Some might be unhelpful or even wildly off-base. Your task is to sift through it all, find the gold, and act on it.

Consider the feedback impartially and aim to grasp the underlying concerns. If you still find yourself in disagreement, ask for further clarification or examples. Address the feedback calmly and respectfully, avoiding defensiveness, and use “I” statements to convey your perspective. Treat this as a chance for constructive dialogue. Strive to find common ground or reach a compromise if feasible. Keep in mind that feedback, even when you disagree with it, can contribute to your development and growth. This approach helps maintain professionalism and enhances positivity in relationships.