Here's how you can handle feedback that challenges your expertise in consulting.

Siempre va a haber voces que traten de descalificar o minimizar nuestra experiencia, o inclusive cuestionen siempre lo que hacemos, esos comentarios hay que pasarlos de largo, no suman, recordemos que de nosotros depende que tanto nos afecten todas esas manifestaciones negativas, debemos de tener en cuenta que son mas las cosas positivas que podemos sacar que las malas, habrá de todo, la actitud con la que lo tomemos y lo gestionemos será la diferencia.

Handle feedback that challenges your expertise in consulting by actively listening to understand the perspectives and concerns, maintaining an open and respectful attitude, asking clarifying questions to fully grasp the feedback, reflecting on the points raised to identify areas for improvement, and using the insights to enhance your skills and approach, thereby demonstrating a commitment to continuous learning and professional growth.

It increases your data bank of knowledge and perspective by widening your horizons on the issue @ hand to develop options for solutions!

No one knows everything in their chosen field, not even the most trusted expert. So don't be ashamed if someone points out a gap. This is where listening really comes in. It's easy to get defensive when someone is challenging your expertise, but hearing the other person out will definitely show them that you're a professional who's open to improvement. It's possible that they simply misunderstood you in some way, but ask clarifying questions to make sure that's the case before assuming that it is. And if they have found a gap? What a wonderful opportunity for you to learn! Thank them for taking the time to offer their observation.

When encountering feedback that questions your expertise, embrace humility. Recognize that there is always room for growth, regardless of your knowledge level. Approach the feedback with an open mind and consider it objectively. For example, if a client questions your approach, listen carefully, and explore their perspective. You don't have to agree with everything, but give it fair consideration. Humility can turn a contentious situation into a learning opportunity and strengthen trust and respect between you and your client.

By listening actively and attentively you can hear all sides of the issue so you can recommend the best solution to the problem to be solved.

Active listening is crucial when receiving challenging feedback. It involves fully concentrating on the speaker's message rather than passively hearing it. By doing so, you understand their perspective better and show respect for their input. For example, ask clarifying questions like, "Can you explain what you mean by...?" and paraphrase their points to ensure accurate understanding. Active listening can diffuse tension and create a collaborative atmosphere where feedback is used constructively.

There are two ways to get feedback: 1) Direct someone write to your in Workday or other tool, and feedback someone usually your people lead or boss is telling you, 2) Indirect you are skipped for promotion, you don’t get pay rise, you don’t get bonus, you don’t get to projects you want, you see other people getting roles you want. It’s time to reflect and analyse situation. 1) Are you in the role where you can succeed and do you have support from your boss, people lead and other stakeholders?, 2) Do you see decline in roles available in your region?, 3) Do you see some younger people with less qualifications and experiences getting your roles? You need to think as hedge fund manager, sometimes you must change direction, role, boss, firm.

After receiving feedback, step back to analyze it objectively. Remove any emotional response and evaluate the content on its merits. Consider if the feedback is valid and how it aligns with your knowledge and experience. For example, if feedback suggests a different approach to a project, compare it with your strategy and identify any overlooked insights. An objective analysis helps you decide which parts of the feedback to accept and which to set aside, turning potential criticisms into valuable learning opportunities.

Once you've processed feedback, it's crucial to respond respectfully and professionally, regardless of your agreement. Acknowledge the effort and time taken to provide the feedback, and express appreciation for their willingness to share. If you disagree, explain your reasoning calmly and clearly, supporting your perspective with evidence. Reflect on the feedback before responding to ensure a thoughtful reply. Seek clarification if needed, show empathy by understanding their viewpoint, and outline actionable steps if applicable. Following up on regular intervals after implementing changes further reinforces a culture of continuous improvement and open communication.

Humility and responding respectfully increases your credibility as a skilled professional advisor and a greater probability your solutions will be received/reviewed and considered!

Once you've processed the feedback, respond respectfully and professionally, regardless of your agreement. Acknowledge the time and effort taken to provide their thoughts and express appreciation for their willingness to share. If you disagree, explain your reasoning calmly and clearly, providing evidence to support your perspective. For example, say, "Thank you for your insights. I appreciate your perspective and the time you took to share it. I see things differently because of X, Y, and Z." A respectful response maintains a positive relationship and keeps communication open.

If the feedback is valid and beneficial, implement changes wisely. Make thoughtful adjustments that address the concerns without overhauling your entire approach. For example, if feedback suggests improving communication, start by scheduling regular updates. Communicate these changes to the person who provided the feedback, showing their input was valuable and taken seriously. Implementing feedback effectively leads to improved outcomes and enhances your credibility as a consultant.

Direct: Your manager or peers explicitly share their thoughts, often through formal channels. Indirect: You're passed over for promotions, raises, bonuses, or desired projects. Others, potentially less qualified, seem to be getting ahead. If you're experiencing indirect feedback, it's time for reflection: 1. Are you set up for success? - Do you have the necessary support and resources in your role? 2. Is the market changing? - Are opportunities in your region or field shrinking? 3. Is there a shift in preferences? - Are younger or other qualified individuals being favored for roles? Sometimes, you need to pivot. Consider changing your role, boss, or firm to find the right fit for your skills & career goals. Views are personal

Continuous reflection is a hallmark of a great consultant. After handling feedback, take time to reflect on the experience. Ask yourself, "What did I learn? How can I apply this knowledge in the future?" For example, if feedback improved project communication, consider adopting similar strategies in future projects. Reflect not only on the feedback but also on your process for handling it. Continuous reflection helps you improve consulting skills and navigate challenging feedback with grace and professionalism.

Sehr wichtiger Artikel! Wichtig ist, Feedback anzunehmen, zu hinterfragen und dies ohne in eine Abwehrhaltung zu gehen. Durch Feedback kann man selbst viel lernen und sein Wissen erweitern. Nicht jedes Feedback muss verstanden bzw. angenommen werden. Wichtig ist der respektvolle Umgang mit dem erhaltenen Feedback.

Ensure you fully understand the feedback before reacting. Listen without interrupting & ask clarifying questions if needed. Respond calmly & professionally, even if the feedback feels unfair. Recognize any valid points in the feedback. Clearly & concisely explain the reasoning behind your approach/decisions. Use data and examples as support. Find areas of agreement and build on them. Use feedback as an opportunity for growth. Reflect on it and consider how you can improve your skills and approach. Ask for additional feedback from other colleagues/stakeholders to get a more comprehensive view. Keep a record of the feedback and response. This is useful for future reference and to show a commitment to continuous improvement.