Here's how you can navigate receiving feedback that you disagree with.

Always be objective. LISTEN and accept the feedback, then reflect on it after the interaction and use it as an opportunity to improve yourself in that specific area. Most feedback is a reflection of opinion, not fact. For example, I like to communicate information in concise/bullet form as I believe that is the most efficient way to express my point. Some people like to receive information in narrative form to provide deeper meaning/context to the conversation. Neither approach is right or wrong, just a matter of personal preference. If your CEO (or AP Accountant) tells you “I don’t like the way you communicate”, don’t respond defensively, but try to better understand their preferences and adapt your approach to suit your audience.

Listen actively without interrupting, ensuring you fully understand the feedback. Reflect on the feedback objectively, separating your emotions from the critique. Consider the source and context, and try to find any constructive elements you can use for improvement. Ask clarifying questions if needed, showing that you value the input. Express your perspective calmly and respectfully, focusing on finding common ground or understanding differing viewpoints. Finally, thank the person for their feedback and consider seeking a second opinion if necessary. This approach demonstrates professionalism and a willingness to grow.

When you receive feedback that you disagree with, start by saying thank you. This shows appreciation for the input and keeps the atmosphere positive. Listen carefully and try to understand the perspective behind the feedback. Ask clarifying questions as needed. Reflect on the feedback objectively to identify any valuable insights. If you still disagree, respectfully explain your point of view and provide evidence or examples to support your position. Always remain open to dialogue, which can promote mutual understanding and improvement.

I’ve learned over time to do your best to listen with your undivided attention and capacity verses spending your mental capacity prematurely thinking through your response

Listen fully, be objective and create a safe space for free discussions. Manage emotions and triggers. Be objective and factual in your response.

It’s okay to ‘sleep on it!’ Reflect on the feedback as this will continue your quest for increased self awareness. Feedback is typically a mix of perception and reality where both should be equally respected

Sometimes, feedback stings. Take a breath. Step back. Look at it without getting emotional. There might be something valuable in there, even if it doesn't seem obvious at first. By being objective, you can spot areas for improvement or clear up misunderstandings. Remember, it's not about proving anyone right or wrong — it's about growing and getting better. So, put aside your feelings and dig into the feedback with an open mind. This way, you can genuinely benefit from it and make positive changes.

Take a moment to process the emotions; once done, it is possible to reflect objectively. Consider that while you disagree, there may be a degree of legitimacy behind the feedback. Consider, as well, what factors may be influencing the feedback. If you still do not agree, understand what may have influenced the perception of the individual to provide the feedback.

When I was younger, working at Panasonic, I received negative feedback and got defensive. The exec pulled me aside and shared valuable advice: "If someone takes the time to give constructive feedback, listen, reflect, then respond." It changed my approach. Instead of reacting emotionally, I started asking clarifying questions and considering the feedback's intent. This approach has made me a better leader. Embrace feedback as a growth tool, even when you disagree. It's a chance to learn and improve.

Sobald Sie sich das Feedback angeh?rt haben, treten Sie einen Schritt zurück, um objektiv darüber nachzudenken. Trennen Sie Ihre Emotionen vom Inhalt des Feedbacks und ziehen Sie in Betracht, dass das Gesagte wertvoll sein k?nnte, auch wenn es nicht sofort offensichtlich ist. Objektive Reflexion erm?glicht es Ihnen, das Feedback unvoreingenommen zu bewerten und Verbesserungspotenziale oder Missverst?ndnisse zu identifizieren. Dies f?rdert eine konstruktive Feedback-Kultur, st?rkt die Zusammenarbeit und erm?glicht kontinuierliche Verbesserung. Durch diesen Ansatz k?nnen Sie wertvolle Einsichten gewinnen und Ihre berufliche Entwicklung vorantreiben. Reclaim the Future!

Ask if the feedback is based on requirements or preferences. This question is a game changer because often times feedback is given based on preferences. It gives you greater insight on the observer's paradigm as it relates to their experiences. We all have preferences, which are inherited in the workplace, but requirements should be unearthed and understood by all and preferences should be identified, more so understood that the requirements should be priority. Lastly, ask how the variance between the two influence or impact going from being good to being great.

When you get feedback that’s a bit confusing or seems off, don't just nod and move on. Ask questions. Get to the root of it. Dig into the specifics. What exactly did you do or not do? What’s the expectation? Open-ended questions work best here. Keep it friendly, not defensive. You’re trying to understand, not argue. This shows you’re open and ready to improve. It’s about clarity and growth, not conflict. So, stay curious and engaged. Your goal is to get the full picture and show you’re serious about getting better.

Wenn Aspekte des Feedbacks unklar oder unbegründet erscheinen, ist es wichtig, Fragen zur Kl?rung zu stellen. Dies erm?glicht Ihnen, die spezifischen F?lle oder Verhaltensweisen zu verstehen, die zum Feedback geführt haben, und ein klareres Bild der Erwartungen zu bekommen. Stellen Sie sicher, dass Ihre Fragen offen und nicht konfrontativ sind, um einen konstruktiven Dialog zu f?rdern. Dieser Ansatz hilft Ihnen, den gesamten Kontext des Feedbacks zu erfassen und zeigt Ihre Bereitschaft, sich positiv und proaktiv mit dem Feedback auseinanderzusetzen, was zur Verbesserung der Zusammenarbeit beitr?gt.

I believe that by asking questions to receive feedback, you can find out more about your behavior, which helps you get a clearer understanding of expectations. Furthermore, this practice shows a willingness to engage positively with feedback. This constructive approach can improve communication and relationships between the parties involved.

When feedback feels off or confusing, don’t just nod along. Ask questions. Dive deep. What did you do or not do? What’s the expectation? Use open-ended questions. Keep it friendly. You’re here to understand, not argue. This shows you’re open and eager to improve. It’s all about clarity and growth, not conflict. Stay curious and engaged. Your goal? Get the full picture and show you’re serious about getting better. This way, you’ll grow and truly understand what’s expected. It’s about making progress, not just avoiding mistakes. Be proactive, not defensive.

Die Anerkennung der im Feedback angesprochenen Punkte bedeutet nicht, dass Sie mit allem einverstanden sein müssen. Es geht darum, die Mühe der anderen Person anzuerkennen, Ihnen ihre Beobachtungen mitzuteilen. Indem Sie berechtigte Punkte anerkennen, best?tigen Sie ihre Bedenken und zeigen, dass Sie ansprechbar sind und Rücksicht auf andere Perspektiven nehmen. Dies tr?gt dazu bei, Vertrauen und Respekt aufzubauen, die für eine effektive Kommunikation und Teamdynamik unerl?sslich sind. Dieser Ansatz f?rdert ein positives Arbeitsklima und st?rkt die Zusammenarbeit im Team.

When feedback rubs you the wrong way, it’s time to get a second opinion. Chat with colleagues or mentors you trust. Their insights can either confirm the feedback or shed new light on the situation. Seeking other perspectives helps you see the bigger picture and respond thoughtfully. It’s not about agreeing blindly, but about being smart and well-rounded in your approach. Don’t shy away from these conversations — they're key to growing and making sure you’re on the right track.

Das Gewinnen zus?tzlicher Perspektiven kann ?u?erst wertvoll sein, wenn Sie mit dem Feedback nicht einverstanden sind. Wenden Sie sich an vertrauenswürdige Kollegen oder Mentoren, um ihre Meinung zur Situation zu erfahren. Sie k?nnen Einsichten liefern, die mit dem Feedback übereinstimmen, oder Ihnen neue Blickwinkel bieten, die helfen, die Dinge in einem anderen Licht zu sehen. Bei der Suche nach Perspektiven geht es darum, Ihr Verst?ndnis zu erweitern und sicherzustellen, dass Ihre Reaktion auf das Feedback gut informiert und ausgewogen ist. So k?nnen Sie fundierte Entscheidungen treffen und Ihre berufliche Entwicklung f?rdern.

Determine if there are any action steps you can take based on the feedback, even if you disagree with it. This demonstrates a willingness to engage in self-improvement and can lead to positive outcomes.

Entwickeln Sie schlie?lich auf der Grundlage Ihres Verst?ndnisses und der gesammelten Perspektiven einen Aktionsplan. Wenn das Feedback gültig ist, bestimmen Sie, welche Schritte Sie unternehmen k?nnen, um die angesprochenen Probleme zu beheben. Wenn Sie nach reiflicher überlegung immer noch nicht mit dem Feedback einverstanden sind, überlegen Sie, wie Sie dies respektvoll und konstruktiv kommunizieren k?nnen. Ein Aktionsplan hilft Ihnen, voranzukommen, sei es durch ?nderungen oder durch eine fundierte Diskussion über das Feedback mit dem Ziel, gegenseitiges Verst?ndnis zu erreichen.

Feedback is a gift. The person giving feedback risks a lot in doing so, but has the intent of helping us improve. So, hard as it may be - listen! Give them the courtesy and respect by listening to them. It is a natural tendency to be defensive and make excuses - but bite the tongue!! As the saying goes - others perception of us is our reality. Accept it. Ask for permission to ask clarifying questions later giving oneself time to reflect. Also seek feedback from others that are unbiased. Your friends may tell you what you want to hear. Focus on making one change based on the feedback. It will give you a feeling of controlling and improving yourself.

In an article on HBR (wish i can reference), the author outlines 3 reasons we struggle with feedback, being aware of these is part of becoming a better receiver: -The challenge to see: When I don't understand the feedback, either because I don't see it myself or because the giver is unclear. -The challenge of we (the relationship): I react to "who's" giving me the feedback, so I miss the "what" -The challenge of me: I'm usually more sensitive to the feedback that touches values I hold dearest. Here are some tips on becoming a better receiver: 1. Ask for ONE feedback 2. Detangle the "what" from the "who" 3. Unpack and analyze the feedback before you accept it or reject it 4. Sort towards coaching/Assume good intention