Receiving tough constructive criticism is a privilege that can truly lead to growth, though it’s natural to initially dwell on it emotionally. However, it’s important not to stay in that emotional space for long. Feedback is most valuable when it comes from people we trust, and it’s best approached with openness and a commitment to act on it. I recommend taking time to reflect, asking yourself what is true about the feedback and what requires immediate attention. Critically evaluate where the gaps are and then create achievable SMART actions to address them. Seeing feedback as an opportunity for growth, rather than something personal, keeps one focused on continuous development and strengthens our careers over time.

Once you've taken the time to reflect on the feedback, embrace it as a gift. Feedback—especially tough, constructive feedback—is an opportunity to grow, refine, and ultimately succeed. By approaching it with a learning mindset, you can stay motivated to improve and take each suggestion as a step forward on your path to progress.

Instead of taking criticism personally, view it as a chance to learn and improve. For example, if you receive feedback on a poorly written report, think of it as an opportunity to enhance your writing skills. Listen attentively to the feedback and without interrupting, seek clarification on any points that are unclear. You can evaluate the feedback objectively and identify areas where you can improve. For example, if you receive feedback on your communication skills, consider taking a public speaking course or practicing active listening techniques.

If you are getting this kind of criticism, it’s working off of the assumptions that it will give you a balanced approach of feedback (things you have done well and areas you can improve), and it also leans on the idea the giver of the constructive feedback is a trusted professional who is knowledgeable on giving that. Hot takes are not necessarily constructive feedback. I’d suggest ask for it carefully from people you trust - organizational leaders who know you well, informational Interview contacts, coaches, and mentors are great choices to ask for this. Second, I’d say based on the feedback you get… 1. Choose to see it as formative and not personal; 2. Consider asking, “From this feedback, what is true? What can I learn from this?”