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

Firstly stay calm and try not to interrupt. Make notes of what the other party and saying and seek clarity if need be. Understand on what basis the party came up with their view - ie what info/data they used. In a calm and rational way explain why you do not agree with the feedback and give insights and facts (if possible) as to why you have a different view. It is possible that with these new insights the feedback may change. Acknowledge the feedback and look for ways to see it from the other parties viewpoint - ultimately you can agree to disagree :>

Active Listening is key, try not to respond right away, as it will only make you appear defensive and unapproachable. However, if you just stay open and listen you maybe able to better understand and communicate your thoughts and articulate your point in a way where people are open to receiving it. In the book, the Four Agreements, they mention learning to not respond right away. Keep yourself neutral and manage your reaction in the discussions. You may never fully agree but you stand a greater chance of getting your point across keeping it as an open dialogue.

In the corporate sphere, the ability to listen actively, despite internal objections, is a cornerstone of effective leadership. This skill cultivates an environment where diverse viewpoints thrive, ultimately enriching decision-making processes. Understand that feedback is an opportunity to scrutinise your approach critically, potentially revealing blind spots. Embrace the discomfort as a catalyst for growth, recognising that true wisdom often emerges from the crucible of challenge and dissent. In embracing feedback fully, remember: the crucible of dissent is where true wisdom is forged.

Receiving feedback you disagree with: - Open mind & willingness to listen. - Evaluate objectively & consider their perspective. - Reflect on validity and areas for improvement. Respond calmly & professionally: - Avoid defensiveness & arguments. - Express your viewpoint respectfully. - Ask for clarification if needed. Requires: self-awareness, empathy, communication skills.

Receiving feedback that contradicts your beliefs can be unsettling, but maintaining composure is crucial. Take a deep breath and remind yourself that feedback is not a personal attack but an opportunity for growth. By staying calm, you can assess the feedback objectively and respond thoughtfully and without emotional bias. This approach is particularly beneficial in recruiting, where clear, level-headed communication is essential. Your ability to remain composed under scrutiny not only enhances your professional reputation but also demonstrates resilience and emotional intelligence.

Try not to let your ego dictate your response in business meetings. Take time to breath, reflect and think before you answer. If you can't think straight, ask for some time to process and respond. Sometimes a good phrase is, let me discuss with the other business partners and get back to you.

Request specific examples or explanations to demonstrate your commitment to fully understanding the feedback before responding. This approach not only shows engagement in the conversation but also ensures a more collaborative and constructive dialogue. By demonstrating your willingness to comprehend their perspective, you pave the way for more meaningful discussions and effective resolutions. Clarity is the cornerstone of effective communication and conflict resolution.

Clarify the factual issue, asking for documentation if needed. Get a full picture of the situation. Clarify what they said by summarizing the issue back to them. Have them agree that what you said in summary is correct so that you can find a solution to the issue.

Self reflection is key when receiving feedback. You need to take a step back and think things through as objectively as possible, even though criticism is an inherently subjective thing to experience. Be honest with yourself, imagine somebody else exhibiting your metrics or behavior's, see whether you think the person giving feedback would have a point.

Set aside time for introspection after receiving feedback, particularly if your initial inclination is to disagree. Ponder the potential validity of the points raised, recognising that self-reflection is a potent asset in the realm of recruiting. It enables a critical evaluation of your methodologies and decisions. While not always affirming the feedback's accuracy, this process may reveal avenues for personal or professional advancement. Embrace self-reflection as a catalyst for growth, allowing you to refine your approach and continually evolve as a recruiter.

Articulate your reasoning and any pertinent circumstances that may not have been evident to the individual providing feedback. This facilitates a deeper understanding and encourages mutual appreciation of differing viewpoints. In the field of recruiting, where decisions are often multifaceted, sharing your context can shed light on your thought process and the criteria guiding your decision-making.

Recruitment is a people business that deals with people. There are so many variables and issues that can arise from the candidate to the client side as well as from the recruiter. Being able to explain the context of the problem will give some understanding as in most cases it is a misunderstanding, lack of communication or something out of control of the other party.