What do you do if you want to receive feedback with an open mind and a growth mindset?

As you take feedback, think about the you that you will be a year from now. Do you want to be the same or better? The only way to improve is to listen to feedback and act upon it. Consistently look for small ways to uplevel, and if you get feedback on the details, be grateful!

As you receive feedback get curious, not defensive. Where is the truth in the feedback? Approaching in this way will allow for you to separate the data from the drama.

Try to set your ego aside and actively listen, without interruption. Recognize that there is value in your coach / boss / mentor / friend's opinion and consider the opportunities to change and grow, both personally and in your career. Being coachable and open to feedback is one of the most valuable skills anyone can cultivate. We can always learn once we step outside of our own thoughts and are open to new ways of thinking and acting.

When you receive feedback, take a pause, then say thank-you to whoever it was who gave you feedback. In order to receive feedback with an open-mind and a growth mindset, we must first realise that feedback is a gift (not an attack) and therefore a positive thing that helps us improve. When we receive something as negative, our minds close. This "negativity bias" occurs because negativity elicits a stronger emotional response. This emotional arousal can lead to defensive reactions, making us less receptive to new information. When we view something as positive however, it opens, allowing new insights in. By adopting this humble approach, you are more likely to learn something from this feedback as your mind will literally be more open.

Para receber feedback com mente aberta e mentalidade de crescimento, você pode seguir estas estratégias. - Prepare-se Mentalmente - Evite Defender-se - Fa?a Perguntas - Desenvolva um Plano de A??o

I personally love paraphrasing to make sure you understand the feedback accurately. Something like, "So what I hear you saying is..." If the other person agrees, you've got a clear understanding. If not, this is the chance for them to clarify in different words until you understand. It's also okay to ask for clarification on specific pieces. If someone says your time management needs improvement, ask them for some key areas where they see this time management as an issue.

When in doubt, it's always best to ask questions. By doing this, one is not only curious, but also striving to understand the situation at hand.

When it comes to handling feedback, I'm proactive about it. In Toastmasters, where feedback is a big part of our activities, I always make sure to thank my evaluator right after receiving feedback on my speeches or tasks. We even have this saying that "feedback is the breakfast of champions," meaning it's super important for getting better. But sometimes, the feedback can leave me feeling confused or unsure about what to do next. So, what I do is I reach out to my evaluator and ask for a quick 15-minute chat. That way, I can ask questions and make sure I understand how to use the feedback to improve. It's a simple but effective way for me to grow and learn from every experience!

Have you tried "feedback mirroring"? Instead of rushing to respond to feedback, take a moment to reflect and mirror back what you've heard. This not only demonstrates respect for the person providing feedback but also allows you to digest the information before reacting. By paraphrasing the feedback in your own words, you show active listening and ensure mutual understanding. This technique fosters constructive dialogue and encourages deeper insights, paving the way for genuine growth and improvement.

To receive feedback with an open mind and a growth mindset takes practice! You need to remember that you don't know everything (and that's how it should be) and be clear that you understood the feedback correctly (we're often very good at misinterpreting feedback to our disadvantage...). It's important to reflect on the situation honestly; that means, remove your emotions from the situation and look at the facts. With honesty. Is it justified? Can you take it onboard to become better? One very important point here is to take on what YOU WANT - and the feedback that doesn't feel right after honest reflection you don't act on. Remember, you got this!

It is important to have trust in the feedback process, to receive with an open mind and a growth mindset if one truly want to improve own self. Use the list and turn them into improvement goals. Stay composed to develop your own action plan to close the gaps in future, increase efficiency as a person and accountability within an organization. Your action plan should describes the way you would like to meet your set objectives, by describing how and when these steps will be taken in details. Be hard on yourself to improve, but don't be too hard on yourself on the feedback.

An action plan is always useful because it keeps a person focused on their goals, which helps them to become resilient. The individual will overcome anything that comes their way while achieving them too.

Experimenting turns on your innovative neural network and unlocks opportunities to create new brain circuitry and identity evolution through action. Implementing change expands your locus of control by showing yourself your potential to thrive in previously unfamiliar contexts.

If at first you don’t succeed, pick up the salvageable learnings from that experience to make the launchpad for your next attempt. Even a 1% improvement is progress, and a step toward success.

Acknowledge that you are not perfect, and no one is. Thus there will always be room for improvement and consequently room for feedback. If you want to grow, you have to embrace constructive feedback with an open and growth mindset.

Receiving critical feedback can be tough, but I find it helpful to remember times when it revealed blind spots I hadn't noticed. Training your mind to approach feedback neutrally allows you to capture valuable insights. By maintaining a positive perspective, you can turn feedback into a learning opportunity or at least prevent it from causing unnecessary pain.

Be patient with yourself. Being given “constructive” feedback can be trying on your nervous system and if it is received at the bad time with not-so-kind delivery may also make you feel like a kid being scolded. Acknowledge the feeling, and take a pause instead of jumping to reacting (ask clarifying questions, say thank you, I need to think about it and come back etc). Even when you are caught by surprise, find the strategies that work for you, that bring back the logical in control professional rather than the reactive response of overly defending or deflecting.

Receiving feedback is about collecting "data" to help yourself improve. A lot of times, we need to take emotions out of this part of the process. Our emotions themselves can help us know where we feel most vulnerable. However, unless a person is attacking our character or tearing us down, their attempt at feedback is an effort to help us become even better versions of ourself!

Embrace feedback with an open heart and a mindset geared toward growth: Engage in active listening, truly immersing yourself in the speaker's perspective without rushing to defend. Asking clarifying questions demonstrates genuine interest in understanding and learning from the feedback, fostering mutual respect. Express gratitude for the time and effort invested in providing feedback, creating a supportive environment. By discerning patterns and seeking diverse perspectives, gain insights into areas for improvement. Remember to set realistic expectations and celebrate every step forward as a testament to your journey of continuous learning and development.