Here's how you can navigate feedback that professionals disagree with or find unfair.

Before reacting defensively, take a moment to truly understand the feedback. Ask clarifying questions like "Can you give me an example of what you mean?" and try to see things from the provider's perspective. This demonstrates your willingness to learn and grow, and it might even reveal that the feedback was based on a misunderstanding.

This ensures you fully understand the feedback, demonstrates respect for the giver's perspective, and provides a foundation for a thoughtful and measured response.

Take time to process it without immediate emotional reactions, considering the feedback objectively to discern any constructive elements and to prepare a reasoned response.

Consider if there's any truth to the feedback, even if it feels harsh. Is there a different perspective you hadn't considered? Separating the criticism from your emotions allows for a more objective evaluation.

Even if you are 1% unsure about something in the feedback, ask for clarification on the point made. This encourages open dialogue, allows reflection, and fosters constructive conversations. Moreover, it allows you to understand the thought process of how the feedback was provided.

Once, I received feedback I found unjust. Instead of reacting defensively, I listened attentively, seeking clarification calmly. This led to a constructive dialogue and mutual understanding, emphasizing the importance of open communication in navigating disagreements

Asking questions shows a willingness to engage constructively and ensures you have all the information needed to address any concerns or misunderstandings effectively.

"Seek Clarification: Don't be afraid to ask for specifics. If feedback seems vague or unfair, politely request examples or ask for clarification on the provider's expectations. This can help identify misunderstandings and ensure you're both on the same page about the area being assessed.

In my experience, the most effective approach is to maintain a questioning mindset while reviewing feedback, inquiring about the areas that require further attention or clarification by asking questions such as "What specific elements were lacking or missing that prevented the work from meeting the desired goals?". This helps me analyze feedback from an impartial, third-person perspective and allows me to detach myself from the emotional aspects of the feedback.

When it comes to effective communication psychological safety plays a big role. The feedback sessions become truly valuable when you and the feedback provider feel comfortable in an environment that encourages respectful challenges. An atmosphere of trust and mutual respect allows for open dialogue, where perspectives can be shared and explored without fear. Psychological safety can be created by establishing mutual respect, practicing active listening, encouraging open dialogue, and using non-blaming language.

I am always scared of fire some body, to my wrong teammate, my wrong or his or her wrong too. But most of the time I try to repair and personalized their point of view to the problems, like a nube sometimes, like a trainer.

Set some time aside in your day to make these changes. Cross-reference your changes with the feedback and if any questions or new suggestions appear, discuss it with the feedback provider then make the changes accordingly.

Before responding, make sure you fully understand the feedback. If the feedback seems unfair, ask for specific examples or reasons behind the criticism. Consider whether there might be any truth to the feedback, even if it’s not presented in a way you agree with. If you disagree with the feedback, express your perspective respectfully and provide evidence or reasoning to support your stance. Regardless of whether you agree with the feedback, use it as an opportunity to learn and grow professionally.