What do you do if feedback in Leadership Development Coaching is biased and unfair?

1 Recognize the signs of biased feedback

Biased feedback is feedback that is not based on objective criteria or evidence, but rather on the giver's personal preferences, opinions, emotions, or agendas. Such feedback can be identified by its vagueness, generality, or subjectivity without specific examples or data to support it; its reliance on stereotypes, assumptions, or labels; its inconsistency with other sources of feedback or information; its overly negative, harsh, or critical nature without acknowledging your achievements or potential; and its overly positive, flattering, or exaggerated tone without addressing your challenges or areas for growth. If any of these signs are noticed, one should be cautious and skeptical regarding the validity and usefulness of the feedback.

2 Seek clarification and validation

Before you accept or reject the feedback, it's important to seek clarification and validation from the giver and other sources. You can do this by asking open-ended questions to understand their perspective and expectations, requesting specific examples or data to support the feedback, comparing the feedback with your own self-assessment and goals, seeking feedback from other people who have observed your work, and evaluating the feedback against relevant standards or benchmarks in your field or industry. This way, you can gain more insight into the feedback and identify any gaps, discrepancies, or biases that may affect its accuracy and relevance.

3 Filter and prioritize the feedback

After you have clarified and validated the feedback, you should filter and prioritize it according to its importance and relevance for your leadership development. Discard feedback that is biased, inaccurate, or irrelevant, and acknowledge constructive, accurate, and relevant feedback that helps you identify your strengths, weaknesses, and areas for improvement. Focus on feedback that is aligned with your goals, values, and vision to help you achieve desired outcomes and impact. Balance positive and negative feedback to celebrate achievements and overcome challenges. By filtering and prioritizing the feedback, you can avoid being overwhelmed or discouraged by the feedback that is biased and unfair, and focus on the feedback that is meaningful and helpful for your leadership development.

4 Respond and act on the feedback

Finally, you should respond and act on the feedback that you have filtered and prioritized, and use it as a catalyst for your learning and growth. A great way to do this is to thank the giver for the feedback, share your thoughts and feelings about it, create a SMART action plan to address it, and seek support from your coach or peers. Additionally, you should review and reflect on the feedback regularly, and celebrate your successes while learning from your failures. By responding and acting on the feedback, you can demonstrate your professionalism, resilience, and commitment to your leadership development, transforming biased or unfair feedback into a valuable learning opportunity.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?