How do you set feedback boundaries?

- ?? Define your purpose for seeking feedback to ensure it aligns with your goals and intentions. - ??? Filter out feedback that is not relevant or actionable, focusing only on what helps you improve specific skills or areas. - ?? Be clear about what you want to achieve with the feedback, whether it’s improving presentation skills, content delivery, or structure. - ?? Ignore feedback on aspects unrelated to your goals, such as personal appearance, to maintain focus on meaningful improvements. - ?? Continuously refine your feedback process based on its effectiveness in helping you reach your objectives.

To set the context between the feedback giver and receiver is an important aspect of the feedback mechanism as it helps to the boundaries of the feedback and keeps the discussion relevant.

True feedback flourishes only when both parties understand and embrace its purpose. Without self-awareness and permission from the recipient, "feedback" often devolves into mere venting. While numerous frameworks exist for delivering feedback, my experience suggests the most effective approach hinges on BEHAVIOR and IMPACT. Solid feedback focuses on specific actions and their direct consequences, leaving aside personal feelings, subjective impressions, or judgments about appearance. It's all about objective observations of behavior, backed by strong evidence, and received with the receiver's consent.

When I started managing a team, I felt overwhelmed by constant feedback. To set boundaries, I established clear guidelines, asking for specific, actionable feedback aligned with our goals. I also set designated times for receiving feedback to avoid interruptions. This approach reduced my stress and created a more constructive feedback culture, allowing me to focus on meaningful improvements.

Feedback is a tool for improvement. Define why you want it, so you focus on what matters. It's about getting relevant insights for constructive growth.

You choose a variety of people to provide you the feedback to make the feedback complete from different perspectives. Like someone younger than you in your organisation who knows about your ways of working, similarly few peers and someone senior to you in your organisation. All these people should be the ones you trust as well as they trust you equally.

Choose feedback from credible, supportive sources with expertise in your area. Quality over quantity ensures a focused and constructive feedback process.

Ask experts in your industry for feedback instead of relying on close friends or colleagues. People close to you might not want to be too critical, so getting input from industry experts gives you more honest and helpful advice.

Asking specific feedback from someone is always better. To set the expectation clear like on what aspect you are expecting feedback will help to keep the conversation relevant.

The #CleanFeedback method is a very effective way to actively request or deliver feedback in a psychologically safe environment. For each of the following questions, consider: Evidence Inference Impact 1. What has worked well for you? (Or What is working well for you?) 2. What didn’t work so well for you? (Or What isn’t working so well for you? 3. What would work better for you? (Or What would have worked better for you?)

You do not need to agree/disagree with any point of the feedback right there with the feedback giver. Also no need to defend yourself then and there. It is better to be calm and make note of all the points mentioned by the feedback giver. You can ask followup questions if any of the points are not clear.

Effective feedback shouldn't ignite emotional flames. True, its power grows strong with consent and solid evidence of behavioral impact. But that doesn't mean we slam shut the door on our emotions and past hurts in a professional setting. Instead, we build a professional persona that welcomes feedback, even when it stumbles. Remember, it's a gift, a chance to bloom. You have the right to disagree, but pause: if someone dared to offer this, maybe a seed of truth is buried within. Be grateful for the gentle push and the chance to dig deeper into why it sparked your fire.

When seeking feedback, it's important to handle it well. Stay open to criticism, avoid emotional reactions, and think about the feedback rationally. Remember, it's valuable information that can help you improve.

It is only human ,to go on a denial mode when some terse feedback is received. But we should not let the emotions get the better of us and ponder over it calmly. We should observe the reasons behind a negative feedback and ask ourselves how far it is genuine. When we question ourselves we should be brutally honest otherwise we will not able to improve.

Ask for specific examples of the feedback giver is comfortable providing them. Take a little break and come back, read through the feedback and take actions to correct yourself for the future.

?? Setting Feedback Boundaries: Striking the Right Balance ?? Feedback is crucial for growth, but how can we handle it effectively while safeguarding our well-being? Purpose Matters: Define your feedback goals to filter out irrelevant input. Choose Wisely: Seek feedback from credible, supportive sources to avoid overwhelm. Communicate Expectations: Specify the type and format of feedback you need. Emotional Resilience: Stay calm, view feedback as a learning opportunity, and respond respectfully. Take Action: Act on feedback that aligns with your goals and priorities. Setting feedback boundaries empowers growth without compromising self-confidence. How do you approach feedback? Share your insights! ?? #Feedback #Growth #Boundaries

Set feedback boundaries by clearly communicating when and how feedback should be given. This ensures that feedback is constructive and focused on behaviors, not personal traits. For example, establish that feedback should be delivered privately to avoid public embarrassment. Think of it like setting ground rules for a game—everyone knows how to play, and no one gets hurt. And remember, “Without boundaries, feedback can feel like dodgeball—fun for some, painful for others!”

Now that you've received feedback, it's time to put the suggestions into action. It might be challenging initially; otherwise, you would have already implemented them. Stay persistent, and you'll see how much you can improve and achieve greatness.

Taking action is the purpose of seeking feedback.Hence one must jump into action and should try to do all that is feasible. This shows our confidence that we can work on our flaws and get back stronger.

Encourage feedback to be given at the right time—soon after the behavior but not when emotions are high. Timing helps the feedback to be more effective and better received. For instance, avoid giving feedback right before a big event; wait until the person is more relaxed. It’s like telling a joke—timing is everything, or it just falls flat. After all, "Nobody wants advice when they're about to walk on stage!"