What are the best ways to build resilience in the face of negative feedback?

No one likes negative feedback. So it is ok if your initial reaction is not great (specially inside your head). Give some time to notice the reactions and put those reactions aside. Then when you have collected yourself, look at is there an opportunity to grow out of this feedback OR is there an opportunity to serve your stakeholders better. Also divide the feedback into categories : 1. Is it a context / intention related feedback ? 2. Is it a process level or execution related feedback ? 3. Is it a stakeholder experience / impact related feedback ? Focus on your long term intentions and if the feedback is useful, use it - otherwise you can let it go. Not every feedback is useful, but we can convert most feedbacks into useful ones.

I believe understanding purpose will always define reason! Thus leading to self and environment awareness. Its a thin line to agree or disagree on feedback, yet it will always propel you to act on both professional and social aspects of self development. Staying positive regardless of any situation is key to clarity of thoughts and actions.

Focus on the message, rather than the delivery, and what you can learn from it. We all have communication preferences and sometimes the messenger may come off as critical or poking. Be thankful that someone is sharing their honest opinion, as it is much more common that people will keep their thoughts to themselves. Finally, sit with the feedback, and talk through it with someone you trust. At the end of the day, you may receive ten different perspectives and it's ultimately up to you to decide what to keep, what to discard and what to adjust.

It depends on many factors. For starters was the feedback was solicited or unsolicited? Was it from someone that you respect and has your best interest in mind? Is it from a supervisor or a peer? Depending on the source and the intention of the information it is important to consider if there is anything you can learn from and grow as a professional. Keep in mind that if someone takes the time and makes the effort to provide feedback - it’s at a minimum worth considering.

While it is human nature to take offense at negative feedback, my advice is to stay calm, reflect on the context and seek clarification. I've learned from my mentors that sometimes folks perspective is their reality. From an objective standpoint, ask yourself or someone you trust about the validity of the feedback and what can be done to improve or change someone's reality.

I use CRAMPS: Calm - remain calm. Reflect - reflect on the feedback and the context. Acknowledge - acknowledge the feedback and seek clarification and specific examples. This helps to shape the feedback and the context and ultimately your objective assessment of the usefulness of the feedback. Manage - manage your reaction. Progress - use the feedback to progress and shape future actions based upon your reflection and acknowledgment. Sustain - continue toward self improvement and sustain changes you incorporate into your actions and overall approach.

El autocontrol es clave al recibir un feedback negativo, especialmente cuando afecta emocionalmente, como con un proyecto al que dedicamos tiempo. Si sientes que tu primera reacción es defensiva, considera el silencio. Recomendaría tomarte unos minutos para reflexionar antes de responder. Evalúa si el comentario es objetivo o constructivo, y si aporta valor. Solo entonces responde, de manera profesional, y ofrece tus argumentos si lo ves necesario.

It is good to remain calm when receiving negative feedback, regardless of who is providing it, whether they are insignificant or have little influence in your life. As long as someone is giving you feedback, it is crucial for you to stay calm and listen attentively to learn from them. Panicking can make you miss key and important messages within the feedback you are being given. Calmness and attentiveness will enable you to identify areas for improvement, whether you were initially misunderstood, leading to negative feedback, or if there was a genuine mistake on your part, or if the person providing feedback is facing challenges. Understanding both aspects requires you to be calm and listen with the intention of understanding.

Yes. This is a definite sign of maturity that will contribute to analysing feedback and situation awareness. This skill is important in dealing with everyday life challenges and assessing your actions in different situations.

One thing I have found helpful is practicing building my emotional intelligence. I do this using meditation, reflection on past situations and also following people who I strive to be like. Reading about great leaders and how they use there influence to help the outcome not just themselves, for example. Also, acknowledging and accepting that we have a reaction doesn't mean we have to react, it just means that we are aware and allow the feeling to go through you. Then you can process the actual matters of the situation rationally.

A good way to approach this, too, is to repeat what they said back to them with a statement that shares how you received it. For example, say when you said "XYZ" this is what I heard, is that what you meant? This not only gives them a moment to reflect on what they said, but also clarify exactly what they meant and maybe the opportunity to reframe what they said in a way that also helps them without their being a confrontational communication. this creates an underlining learning for both sides and also creates a new way of learning each other's styles of communication, which is extremely important when working in teams.

The most constructive feedback in my career has also been the most specific and actionable. No one enjoys hearing they fell short of expectations, but what makes the difference between a failure and a learning is the opportunity to improve. Narrow in on the right motions to follow, and use 1:1s as a temperature check between major checkpoints.

To be ready to prepare an action plan after negative feedback, you should be 100% clear of what was said to you. Ask for clarification if you still have some doubts about the feedback. Your leader should be prepared before the conversation and ready to clarify any point by sharing examples. Don`t be afraid of asking questions - it shows your interest in learning from your mistakes and evolving.

Asking for clarification is like opening a window of understanding. For example, when someone expresses a negative opinion about your work, instead of assuming their position, asking how you could improve demonstrates an interest in understanding their point of view. This approach not only shows openness to dialogue, but also allows you to discover the intentions behind those comments. By seeking this clarity, you can differentiate between constructive criticism and mere superficial judgements, learning from and empowering yourself in the face of unsubstantiated criticism. Asking for clarification becomes a valuable tool to grow and face negative comments with determination and continuous learning.

Comme expression d’une subjectivité, les commentaires sont parfois évasifs, synthétiques et imprécis. Afin d’e. Tirer tout le positif, il est fondamental d’éclaircir le fond de la pensée de l’auteur. D’une part, l’interroger lui montrera de la considération, ce qui est la première étape de la fidélisation ou de la résolution. D’autre part, vous pourrez trouver dans ce dialogue les clés des dysfonctionnements éventuels ayant conduit à son insatisfaction. Prenez le temps d’échanger avec tous les auteurs de commentaires négatifs de manière dépassionnée et chaleureuse.

As a rule of thumb, nobody likes to fall by the wayside. We all want to excel in every single task we embark on, ultimately contributing to our organization's success. Nonetheless, we are not born savvy by default. Making mistakes is pivotal to our personal and career growth. What's more, ''negative'' feedback helps us keep our feet on the ground. Too much positive feedback may lead to biases and create some sort of echo chamber by which we neglect pain points and bottlenecks that ought to be addressed, yet are difficult to spot. Last, but not least, stay humble: there's always room for improvement.

This might be the hardest part if you are feeling targeted or isolated as a result of the feedback process. But, you have a lot more agency than you realise! — The people providing feedback are not perfect. They may make mistakes in how they are framing or delivering the messages. Make room for those errors. — Parts of the feedback may be inaccurate. Filter those out. Pay attention to where your work could have been better. — Decide if the feedback is going help you grow in the right ways. If yes, you know exactly what to work on. If no, thank them for their time and make professional adjustments without compromising the ethos of your work. — Revisit the feedback 2 weeks later to assess your progress and learnings.

It's important to learn from the feedback because this will help you understand and learn from the mistake made after that you can also track the progress and follow-up with the client if there's an improvement

I agree that learning from feedback is key to building resilience. Consider a project manager who received feedback that his presentations lacked clarity. Seeing this as a growth opportunity, he identified a gap in his communication skills and took action. He enrolled in a workshop on advanced presentation skills and applied these learnings in smaller team meetings. He set specific goals to improve clarity and engagement in his presentations, seeking regular feedback to track his progress. Over time, his efforts were recognized with positive feedback from both his team and superiors, demonstrating his improved ability to effectively communicate complex information.

The ability to learn from feedback not only makes you better, it demonstrates a characteristic to your employer that many lack: growth potential. When you take feedback and adjust your attitudes, behaviors, and actions (assuming the feedback was accurate and proper), it shows that you can adapt and grow - something many employers look for when it comes to promotions and advancement.

1) Getting feedback is always a good thing as we cannot see our blind spots until someone tells us. Give thanks for it, apologise for the mistake if appropriate, and reflect upon it. We may gain better clarity for follow up after a few days. 2) Depending on the individual, maintain a professional and proper relationship is ideal. Be thankful to learn valuable lesson(s) from the individual but be cautious about future interactions. It may also be useful to minimise unnecessary contact. 3) During reflection, make a mental note to be mindful in case of similar situation. Learn from it, aim to be better, but also cut yourself some slack as mistakes and failures are bound to happen again. Do the right thing, but don't need to please everyone.

Receiving feedback, positive or negative, provides a unique window into another person’s perspective. Listen, and process it through the lens of the speaker, not yourself. Identify if it is a true space for change or growth that you want or need to integrate to continue to improve yourself. Irregardless, make sure you hold yourself and meet your own standards as you process outside feedback. Doing so will help you find peace of mind with any form of input or feedback.

Feedback is a Gift. Once you unwrap the gift, you can see if it is indeed useful for you. You can choose to accept the gift and use it, return it, or give it to someone else who might benefit.

This is my favorite part…the action of learning in order to handle feedback as an educational journey. 1. Find a mentor who can provide direct, tailored advice, drawn from their own experiences. 2. Enrol in courses or workshops to build skills and knowledge identified by the feedback. 3. Take on a project specifically targeted at the area highlighted by the feedback. All three combine personalized guidance, structured learning, and practical, hands-on experience into a well-rounded ecosystem for development in response to feedback. This can be transformative!

E o feedback ao feedback? Depois de internalizar e refletir de forma madura sobre as críticas recebidas, o ambiente corporativo permite que você também avalie o processo como o feedback foi conduzido. Ele foi na hora mais adequada, com a condu??o apropriada? Deixou margem a dúvidas ou foi assertivo? Havia abertura para eventuais questionamentos, como um diálogo profissional, ou se tratou meramente de um monólogo top-down? O feedback do feedback é uma etapa importante para o aperfei?oamento da cultura organizacional.

While you can always celebrate yourself, don't be afraid to bring up your achievements with your supervisor. If you received challenging feedback 6 months ago, be willing to revisit it and note how you've made progress. This not only reminds your manager that you took the feedback to heart, it also shows that you made a concerted effort to improve. They may or may not "celebrate" your growth with you, but by revisiting your critical feedback, you get the chance to "celebrate yourself" in their presence and remind them why you are a valuable asset.

Sometimes we may feel that celebrating our own achievements is self-centred, but in fact it is crucial. By celebrating our successes we recognise the effort and dedication invested. It is important not to underestimate the importance of being a role model and inspiring others with our achievements. For example, when working with volunteers, highlighting their contributions is essential, but we should not overlook recognising our own achievements in management and coordination. Celebrating our achievements is a way of valuing working together and taking pride in what we have accomplished, reminding us that each step forward deserves to be recognised, thus inspiring others to follow in our footsteps and to value their own efforts.

Celebrating achievements is crucial, especially after negative feedback. it's the way you prove to yourself that you are capable of growing and moving up ahead and that the next time you receive negative feedback you'll see celebration right through it.

Its a good point to really See the progress a Feedback can bring and to Show IT. So let those who gave the feedback have their Peace of the cake called success. It will make Things much easier in the future and will have a positive effect on both Sides, the giver and the Receiver of the feedback.

Every step towards growth is important. So, celebrate your achievements. Even when you fall, there are crucial learnings for you to get your goals. Not so much euphoria in victory, not so much frustration in defeat.

"They didn't reject you. They rejected an application. They rejected a business plan. They rejected a piece of paper. They don't know you." I love this quote by Seth Godin that's so meaningful while processing negative feedback or rejection.

Build a diverse support network of trusted colleagues. They can provide varying perspectives, emotional support, and encouragement. They can serve as a sounding board and help process and contextualize feedback with “outside” insight. This will help you separate feedback that is genuine and important from “noise.” Community supports resilience.

Sit with the feedback for a few minutes and process what is being given and the reason why. Ask questions and suggestions on what you could have done differently and take what you can from the conversation. Also consider the source if it not helpful or is given to improve you then let it fall to floor. But the information that is useful work on those areas to improve.

Me parece muy importante ser capaces de gestionar el fracaso de manera positiva, no digo con esto que esté bien fracasar, que no tenga nada negativo, no nada de eso, el fracaso es que algo que queríamos conseguir o ser, y no ha sido posible. Pero mirar el fracaso desde una mirada positiva, tomarnos el menor tiempo posible en fustigarnos y una vez reconocido que no lo hemos conseguido, pensar de manera positiva qué hemos aprendido, qué piedras de ese camino si que podemos seguir utilizando en la construcción del nuevo camino y cuáles no nos han servido y dejarlas atrás, no olvidadas, sino como recuerdo de lo que no tenemos que volver a hacer. De esta manera cada vez seremos más resilientes a los comentarios negativos externos e internos :)

Consider situation awareness. As we have all expressed the saying " its bad timing for me" or "it's just on time"! Believe that any situation is temporary. Patience is key to surpass negative times and gratitude is important to embrace in the good times.