How do you handle feedback and criticism on your decisions and learn from your mistakes?

I have seen many instances where individuals or teams have failed to identify the problem accurately, leading to poor decisions that did not address the underlying issue. Without a clear understanding of the problem, it's easy to focus on irrelevant information, miss critical factors, or end up with a solution that does not align with the goal. Using tools like the 5 Whys, SMART framework or SWOT analysis can help identify the problem and goal and create a roadmap to achieving it. These tools provide a structured approach to decision making, helping individuals or teams to stay focused, avoid bias and evaluate options against predetermined criteria.

This is vital! Without 'starting with the end in mind' you run the risk of going on the journey and not getting anywhere near the correct destination. We find that being clear, concise and accurate with the problem definition gives you a firm foundation to build on.

Evaluating alternatives is often undervalued in the decision making process but is a critical part of this process. Evaluating alternatives allows one to think out of their comfort zone, hear others and sometimes learn perspectives they didn't know about earlier. Evaluating alternatives before finalizing decisions also makes people confident about their decision making and while explaining their decisions to others.

It's strange how many people get to this stage and yet, because of fear of failure or lack of confidence, don't see it through to the end. Also, they may be hit by analysis paralysis, where they try to make the perfect decision, worrying about what may happen if things go wrong. Make a decision, and stick with it!

Early in my career I got some brutal feedback from a customer and it really impacted my energy and ability at work. Seeing my slump, a wise mentor pulled me aside and gave me career changing advice. He said, "Logan, you're going to get negative feedback for the rest of your career. You're mature enough to consider the feedback and decide if it's right or wrong. If it's right, then make some changes. If it's not right, then move on." This particular feedback was generally inaccurate so I decided it didn't need to hurt my feelings and moved on. Walking through this exercise has been a powerful tool for me ever since.

It's essential to distinguish between "feedback" versus "criticism". Both are completely different ways of communicating with someone about their work or performance. Feedback is constructive, targeted, specific commentary that focuses on the product or work, not on one's character/personality. Feedback leads to improvement. Criticism, however, is not always constructive and can be easily perceived as an attack on one's character, identity, or personality, rather than an assessment of their work. Criticism leads to loss of moral/demotivation. Part of a leader's job is learning how to provide constructive feedback and how to address performance concerns with emotional intelligence, rather than approaching someone from a place of criticism.

Attitudes I've found helpful: - This is uncomfortable. But I can face it. I want to face it. - I grow here and now the most. - I'm a learner. - I own my past. I improve.

I think above of all it's important to understand that in business, feedback is often geared towards optimization and growth, not necessarily towards your personal qualities or abilities. So we really need to remember to approach feedback as a learning opportunity rather than a personal affront.

To truly learn from mistakes, I advocate for a reflective practice. After receiving feedback, take a moment to process it. Ask yourself: What went well? What could have been done differently? How does this align with my objectives and values? By contextualizing feedback within the broader landscape of your goals, it becomes easier to sift out the constructive elements and create actionable plans for improvement.

One critical aspect of learning from your mistakes is accepting responsibility for them. It can be tempting to shift blame onto external factors or other people but doing so only hinders the learning process. Instead, you must take ownership of your mistake and its consequences, no matter how costly or embarrassing it may be. This mindset can be difficult to adopt but, to me, it is absolutely essential for growth and development.

As you learn from your mistakes, help others learn from your mistakes as well. If you silence or hide those lessons, then the positive impact is minimized. In the right settings and tone, share those lessons with others. Teach your peers, educate your team members, share the experience with people you mentor. Let others learn so that your lessons have an even bigger, positive impact.

Learning from mistakes and setbacks relies on reframing them as feedback or tools of creation for future growth. It is a mindset shift that helps you maintain motivation and allows for learning during challenging times. Ask yourself, “What did I learn?” and “What can I do differently moving forward?” To do this, you must push the shame that is often associated with mistakes aside (or, better yet, never let it in in the first place!) so that you can be in a forward-thinking state of mind.