Here's how you can turn negative feedback into professional growth.

Stay curious and consider the input from the other person's perspective. Gently explore for clarity and understanding and ask for suggestions on how to improve or do things differently. Put your ego in your pocket and remain humble. Some of my greatest growth moments have come from the willingness to accept and carefully consider feedback.

It’s natural to feel defensive or upset when receiving negative feedback. However, it’s important to remember that feedback is a tool for growth. Try to manage your emotions and view the feedback as an opportunity to improve.

If you find yourself feeling angry and defensive because feedback feels incorrect or personal, seek out the advice of a trusted colleague. Share with them the feedback you received, and ask if they agree with the critique and if they’ve noticed those behaviors as well.

In my experience there's a tendency for 'feedback' to carry negative connotation and many find the word feedback unsettling. One of the reasons is that it comes across more as a judgment rather than an insight guiding us to move forward. But as said, you learn more from your failures rather than success, similarly you learn more if you become aware of your improvement areas rather than just being aware of your strengths. Thus being emotionally intelligent can go a long way in helping you regulate your emotions and receive feedback with a positive or neutral mindset. Be open to receiving feedback, do not associate it with who you are but consider it as a part of your behaviour or skill that needs your focus.

First, no one can label you something you are not. Secondly, you must know that this feedback is related to your job, not your personality; however, it might be about you, but here's what to do: Listen to what they say, do not show a reaction immediately, and don't give away your power. Then, start analyzing your emotions. See how you feel about it. You might do some hard work and not deserve such reactions and feedback. But make sure you get all the details, no matter how tiny they might be. At least these people want to survive, just like you.

Consider the circumstances under which the feedback was given. Was it during a stressful project? Understanding the context can help you see the feedback from a different perspective and respond appropriately.

Make sure you understand the true meaning of all these struggles. Ask questions to assure them you are safe enough to discuss things and show your interest and respect. By showing sympathy, you show them that you understand them.

Negative feedback can be most valuable when the following criteria is in place: 1. Was it given with a supporting attitude sending the message that we are all in this together? 2. Are you receiving the feedback with a level of vulnerability that says "I am not perfect" so this can help? 3. Is the relationship between you and the person giving the feedback a trusting one? 4. Is the person giving feedback wiling to expand the conversation do that you can gain some clarity (not possible if an emotional hijack is involved)? Feedback is a crucial part of performance management and change and well as increased productivity is possible when it can happen effectively.

Being aware of context is important. There are two types of criticism: those that aim to harm you and that can be due to multiple causes such as hatred, envy, conflict of interest, etc. and those whose objective is to improve your performance or to be aware of your blind spots, or to improve a situation with a change in your attitude, etc. Reflect on which of the two areas the criticism you are receiving belongs to so that you can act accordingly.

En mi opinión, en mi experiencia como maestra, recibí feedback que inicialmente percibí como negativo. Al reflexionar, comprendí que el feedback ofrecía información valiosa sobre aspectos de mi trabajo que no había considerado. Ajusté mi enfoque pedagógico para adaptarme mejor a las necesidades de mis estudiantes, lo que me ense?ó la importancia de comprender el "por qué" detrás de la retroalimentación para crecer profesionalmente.

Distinguish between the factual aspects of the feedback and the emotional or subjective parts. This can help you focus on the constructive elements of the feedback and formulate a plan for improvement.

Do not mind opinions, at least at first. Seek for the facts and have valid resources to get firsthand information. Here, having a solid network can help you a lot.

En mi experiencia, distinguir entre la opinión y los hechos dentro de la retroalimentación es un paso clave para usarla de manera constructiva. Cuando recibimos feedback, es importante analizar si se basa en observaciones objetivas (hechos) o en percepciones personales (opiniones). Al identificar esta diferencia, podemos entender mejor cómo aplicar la retroalimentación para mejorar nuestro desempe?o.

Separe os fatos objetivos do feedback das interpreta??es pessoais. Foque nas informa??es concretas e tangíveis que foram fornecidas, em vez de se fixar em impress?es subjetivas. Isso pode ajudar a reduzir a carga emocional associada ao feedback e a abordá-lo de maneira mais objetiva.

Aqui o teste de realidade pode ajudar. é a capacidade de ver as coisas como s?o. Diferenciar fatos de interpreta??es. Quais s?o realmente os fatos e o que é a interpreta??o do fato?

For sure, you are not the only person to think that way—if you are, your boss is fortunate to have someone like you in their organization—so seek those who agree with you and have valid reasoning for your statements.

En mi experiencia, buscar el apoyo de colegas, mentores o entrenadores de confianza que puedan ofrecer perspectivas y orientación adicionales es fundamental al recibir feedback. Estas personas pueden proporcionar una visión externa objetiva y compartir experiencias similares que enriquezcan nuestra comprensión del feedback recibido. Además, su apoyo puede ayudarnos a procesar emocionalmente la retroalimentación y a desarrollar estrategias efectivas para abordar áreas de mejora identificadas. Somos seres sociales y los aportes de nuestros colegas son siempre valiosos

Don’t hesitate to reach out to mentors, colleagues, or friends for advice. They can provide different perspectives, help you process the feedback, and offer guidance on how to move forward.

Procure o apoio de colegas, mentores ou profissionais de recursos humanos para discutir o feedback e obter diferentes perspectivas. Conversar com outras pessoas pode oferecer insights valiosos e ajudá-lo a desenvolver uma abordagem mais aberta e receptiva em rela??o ao feedback recebido.

N?o vemos as nossas costas sempre! é importante saber como os outros est?o nos percebendo e geralmente quem se disponibiliza em nos dar feedback também s?o pessoas que podem estar dispostas a nos ajudar.

Este plan debe ser específico, medible, alcanzable, relevante y con un tiempo definido (SMART, por sus siglas en inglés). Identificar las áreas específicas que necesitan mejora y establecer objetivos concretos nos ayudará a enfocar nuestros esfuerzos de manera efectiva. Además, es importante definir las acciones concretas que tomaremos para alcanzar estos objetivos, así como establecer plazos realistas para evaluar nuestro progreso. Un plan de acción bien estructurado nos permitirá aprovechar al máximo el feedback recibido y trabajar de manera sistemática hacia la mejora continua.

Once you've processed the feedback, create a plan to address the areas for improvement. This could involve setting specific goals, seeking additional training, or requesting regular feedback to track your progress.

Desenvolva um plano de a??o concreto com base no feedback recebido. Identifique áreas específicas para melhoria e estabele?a metas claras e mensuráveis para trabalhar. Quebre essas metas em etapas menores e defina prazos realistas para acompanhar seu progresso.

A dica aqui é se concentrar em uma coisa por vez. Muitas vezes queremos nos desenvolver em vários pontos, porém ao se envolver em muitas coisas podemos facilmente nos perder ou até mesmo cair na auto sabotagem. O que realmente é importante que eu foque agora neste meu momento? Escolha uma coisa e elabore um plano SMART e só comece. Muitas coisas podem acontecer simplesmente por você come?ar o desenvolvimento de um único ponto.

Make it a habit to reflect on the feedback you've received and your progress towards your goals. Regular reflection can help you stay focused on your growth and make necessary adjustments to your plan.

Reserve tempo regularmente para refletir sobre seu progresso e as mudan?as implementadas com base no feedback recebido. Avalie o que funcionou bem, o que precisa ser ajustado e quais li??es podem ser aprendidas ao longo do caminho. A reflex?o contínua é fundamental para um crescimento profissional sustentável.

Always maintain a growth mindset and be open to learning. Remember, everyone makes mistakes and has room for improvement. The key is to learn from these experiences and continually strive to do better. Also, don't forget to celebrate your progress and achievements along the way!

Gosto muito do acróstico SARAH quando encaramos um feedback. Você n?o conhece a SARH? Vou te apresentar. S de Surpresa que tende a ser a nossa primeira rea??o ao receber um feedback. Depois vem a Ansiedade de entebder melhor o que está sendo dito. Depois a Racionaliza??o que é o momento que avaliamos o que estamos recebendo. Depois vem a Aceita??o que é o momento que passamos decidindo o que faz sentido e o que, eventualmente n?o faz e por último vem a Hora da mudan?a que é a etapa em que decidimos o que fazer com isso. Qual o segredo? Passar por essas etapas mais rapidamente e chegar mais rapidamente a Aceita??o e Hora da mudan?a. Lembre-se sempre da SARAH e entenda que é natural sentir o que você estará sentindo!

When receiving negative feedback, one of the most emotionally intelligent things we can do is to thank the other person. Most people find it difficult to offer feedback other than praise, so we need to show our gratitude for them stepping outside their comfort zone. An important point is to recognise that negative feedback is only someone's perspective, so it is possible that the feedback is not accurate. Ask yourself: if this feedback were true, what lessons should I take from it and how might I change my approach/behaviour. If you feel that the feedback might not be accurate, find out what needs to happen for the other person not to feel that way. And we probably should go out of our way and ask for constructive feedback more often.