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What do you do if your constructive criticism is not well-received by professionals?

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Giving constructive criticism is a valuable skill that can help professionals improve their performance, learn from their mistakes, and achieve their goals. However, not everyone is receptive to feedback, and sometimes your well-intentioned comments may trigger negative reactions, such as defensiveness, hostility, or resentment. How do you handle such situations and maintain a positive and respectful relationship with your colleagues, clients, or partners? In this article, we will share some research-based tips on how to deal with feedback rejection and avoid common pitfalls.

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Tofail Ahamed

Philanthropist, Humanitarian & Experienced Coach in CCCM and Mainstream Protection in IDP & Refugees Operation.
Mamun Ur Rashid

Author of "Grant Writing Made Easy: A Book of Discussion | International Consultant in Grants Writing & Management…
mitra modarresi

Economics Advisor at NIOC

1 Understand the causes

The first step to cope with feedback rejection is to understand why some people may not welcome your constructive criticism. There are many possible factors that can influence how someone responds to feedback, such as their personality, self-esteem, motivation, emotions, expectations, culture, and context. For example, some people may perceive feedback as a threat to their identity, competence, or autonomy, and react defensively to protect their self-image. Others may feel overwhelmed, frustrated, or confused by feedback that is unclear, inconsistent, or too negative. Additionally, some people may have different preferences, norms, or values regarding how feedback should be delivered and received, and may find your approach inappropriate or disrespectful.

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Tofail Ahamed

Philanthropist, Humanitarian & Experienced Coach in CCCM and Mainstream Protection in IDP & Refugees Operation.
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In order to offer my own experience, I do reflect first. Regardless of the feedback's nature—positive or negative—I make a sincere effort to view it as a gift. Try modifying the predetermined strategy. I encourage community involvement and hold the procedure responsible for mitigating criticism. I would use several layers to set up a follow-up system. In a formal situation, I make an effort to keep feedback constructive. I consistently uphold professional competence and the NO HARM strategy.

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Mamun Ur Rashid

Author of "Grant Writing Made Easy: A Book of Discussion | International Consultant in Grants Writing & Management |Business Development | Skilled Writer |Mastery in Securing Funding | Let's connect to achieve your goal.
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If constructive criticism is not well-received by professionals, it's important to remain respectful and open-minded. Consider revisiting your approach, ensuring your feedback is specific, actionable, and delivered in a constructive manner. Seek to understand their perspective, address any misunderstandings, and foster open communication to facilitate productive dialogue and growth. Remember, constructive criticism is about improvement, not fault-finding, so maintaining a collaborative and supportive attitude is key.

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mitra modarresi

Economics Advisor at NIOC
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First, I try to check the data and statistics on which my criticism is based, and if the data is correct, I try to find more new data and statistics to find more reasons for my critical observation. I request the project manager to do more technical research on his project so that he does not face black in the future.

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Sunando Basu Mullick

Medical Writer
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Miscommunication is a common reason why constructive criticism is not well-received. Another reason for this could be a misalignment of goals and expectations, which is often the result of a lack of clear communication. This often leads to frustration. As professionals, each individual has their own unique skill set and expertise that is best suited for specific types of jobs/projects. An experienced manager understands this and can identify and select the best candidate for the job from a pool of candidates. However, despite best intentions, misalignment can happen from time to time. To avoid this, a contractual agreement that clearly outlines the duties and responsibilities of the role can be helpful for all parties involved.

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2 Choose your timing and tone

The second step to deal with feedback rejection is to choose the right timing and tone for your constructive criticism. Timing is crucial, as feedback can have different effects depending on when it is given and received. For example, feedback that is given too soon or too late may not be relevant, useful, or actionable. Feedback that is given during or after a stressful or emotional situation may not be well-received, as the person may be too distracted, upset, or exhausted to process it. Therefore, it is advisable to give feedback when the person is ready, willing, and able to listen, learn, and improve. Tone is also important, as feedback can have different impacts depending on how it is delivered and perceived. For example, feedback that is too harsh, vague, or personal may not be constructive, but rather destructive, as it may damage the person's confidence, motivation, or trust. Therefore, it is advisable to give feedback that is specific, balanced, and respectful, and to use positive and supportive language, such as praise, encouragement, and appreciation.

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3 Focus on the behavior, not the person

The third step to deal with feedback rejection is to focus on the behavior, not the person, when giving constructive criticism. Feedback that targets the person's traits, abilities, or character may not be helpful, but rather harmful, as it may imply that the person is incapable, incompetent, or flawed. This can trigger negative emotions, such as anger, guilt, or shame, and lead to resistance, denial, or avoidance. Therefore, it is advisable to focus on the behavior, not the person, when giving feedback, and to use objective and observable evidence, such as facts, examples, or outcomes. This can help the person understand the impact of their actions, without feeling attacked, judged, or blamed.

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4 Invite dialogue and collaboration

The fourth step to deal with feedback rejection is to invite dialogue and collaboration when giving constructive criticism. Feedback that is imposed, one-sided, or authoritative may not be effective, but rather counterproductive, as it may reduce the person's sense of ownership, agency, or engagement. This can lead to compliance, indifference, or rebellion. Therefore, it is advisable to invite dialogue and collaboration when giving feedback, and to use open-ended questions, active listening, and empathy. This can help the person express their views, feelings, and concerns, and to explore solutions, alternatives, or improvements together.

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Rebecca Wilson

Aspiring Medical Professional in Forensic Pathology
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I believe that for constructive criticism to truly be effective, there needs to be an open discussion about the reasons behind the critique. The traditional authoritarian approach to criticism is becoming obsolete and revised because it lacks constructiveness in driving projects forward to their highest levels of productivity.

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5 Follow up and reinforce

The fifth step to deal with feedback rejection is to follow up and reinforce your constructive criticism. Feedback that is isolated, forgotten, or ignored may not be beneficial, but rather wasteful, as it may not lead to any change, learning, or growth. Therefore, it is advisable to follow up and reinforce your feedback, and to use feedback loops, reminders, and rewards. This can help the person monitor their progress, evaluate their results, and celebrate their achievements.

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6 Accept and respect

The sixth and final step to deal with feedback rejection is to accept and respect the person's response, even if it is not what you expected or hoped for. Feedback that is forced, coerced, or manipulated may not be ethical, but rather disrespectful, as it may violate the person's dignity, autonomy, or rights. Therefore, it is advisable to accept and respect the person's response, and to use tact, patience, and humility. This can help you maintain a positive and respectful relationship, and to avoid conflict, resentment, or damage.

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7 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?

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What do you do if your constructive criticism is not well-received by professionals?

1

2

3

4

5

6

7

1 Understand the causes

2 Choose your timing and tone

3 Focus on the behavior, not the person

4 Invite dialogue and collaboration

5 Follow up and reinforce

6 Accept and respect

7 Here’s what else to consider

Research

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What do you do if your constructive criticism is not well-received by professionals?

1

2

3

4

5

6

7

1 Understand the causes

2 Choose your timing and tone

3 Focus on the behavior, not the person

4 Invite dialogue and collaboration

5 Follow up and reinforce

6 Accept and respect

7 Here’s what else to consider

Research

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