Here's how you can handle feedback that feels unfair or unjust.

As a coach you should be constantly learning anyway so that you can give the best advice etc. which fingers crossed will mean you want get any unjust feedback. But if you do, take it on board. To revert back to my first point, as a coach you should always be learning and feedback (good or otherwise) is one of the ways that you can learn and improve. as the old saying goes "You can't please all the people all the time" so don't try. Any group of people that you coach will have a broad spectrum of needs and experiences so there's no 'one size fits all'. Feedback is feedback whether it's good or bad, either version should be seen as a learning point.

Focus on the issue not the person, and seek support if needed. Feedback is an opportunity for growth, even if it's uncomfortable. Don't take it personal. Don't sweat the small stuff, because they are all small stuffs.

1. Listen Without Interrupting: Give the speaker your undivided attention, allowing them to fully express their concerns without interjection. 2. Understand Their Perspective: Try to see the situation from their viewpoint, which can provide insights into why they feel the way they do. 3. Look for Underlying Concerns: Often, what seems unfair on the surface may have deeper issues or misunderstandings at its core. 4. Show Respect: Acknowledging the other person’s feelings can diffuse tension and foster a more open dialogue. 5. Active Curiosity: Engage with the feedback by asking clarifying questions that show you are interested in understanding their point of view fully.

Most people listen to respond, as a sales coach you should listen to understand, then respond. Don't go jumping straight in, listen to what is being said, understand that there may be something that you can improve on and then give your response/advice. Remember that this could be your first interaction with the client and you will want to have more of them, so think about how you can move it forward in a way that both sides are happy with.

1. Schedule Reflection Time: Block out time in your calendar specifically for reflection to ensure you don’t rush your response. 2. Review Data Sources: Look at relevant data, previous interactions, and any documentation that could provide context or support for the feedback. 3. Empathize: Try to understand the perspective of the person providing the feedback. Consider their motivations and the circumstances under which the feedback was given. 4. Plan Your Response: Determine what you agree with, what you need clarification on, and how you can address any issues raised. 5. Stay Objective: Keep your analysis focused on facts and behaviors rather than emotions, which can help in crafting a more measured and productive response.

Do not, I repeat, do not give the answer you think they want to hear. That's not helping anybody. Be authentic, tell them what you think and appreciate their side too. Approach it as a conversation not a 'I'm right and you're not' stand. Show your expertise and ability by giving your answer and being able to justify it (or argue your point if you prefer) You're a coach, you should welcome feedback, whichever form it takes and fully understand that to begin with, it may not always go your way. Adapt and overcome folks, take the feedback and adjust accordingly.

1. Prepare Your Response: Before addressing the feedback, carefully prepare your points to ensure clarity. 2. Use “I” Statements: Communicate using “I feel” or “I believe” to express your feelings without sounding accusatory. 3. Provide Reasons: Support your response with examples or reasons that substantiate your perspective. 4. Be Vulnerable: Show vulnerability to facilitate a deeper connection and encourage empathy. 5. Seek Understanding: Aim for mutual understanding by discussing both perspectives to bridge any perception gaps.

1. View as Growth Opportunity: Treat every feedback session, regardless of its nature, as a chance to improve your emotional intelligence and resilience. 2. Analyze Your Reactions: Reflect on your response to the feedback—what was effective, what wasn’t, and how you could handle similar situations better in the future. 3. Consider Preventative Measures: Think about actions you could take in advance to prevent similar feedback in the future, enhancing proactive rather than reactive responses. 4. Continuous Improvement: Use the feedback as a stepping stone for continuous professional development, aiming to handle future criticisms with increasing grace and effectiveness.

Stay calm and avoid reacting immediately. Reflect on the feedback to identify any potential truths or learning points. Seek clarification by asking specific questions to understand the intent behind the feedback. Discuss your perspective respectfully, providing context where necessary. Focus on constructive dialogue rather than defending yourself. Use the opportunity to grow and improve, even if the feedback feels unjust. If the feedback is genuinely baseless, address it professionally with your manager or HR for resolution. By maintaining professionalism and a growth mindset, you can turn challenging feedback into an opportunity for development.