You’ve received feedback that’s hard to swallow. How can you turn it into a learning opportunity?

I agree after so many years of experience a feedback coming your way is difficult to swallow.. but trust me such people will not grow nor let the business grow . Leaders at top level need to understand to accept such feedback positively as we all are human and times are changing fast .. in such dynamic market any feedback is welcomed even if it challenges your decision . Best way is to accept , think , evaluate and if it’s good then politely accept & acknowledge .

I always start with my "Wait 15 Minutes" rule, this gives me time to let me sit with the emotions that come with my initial reaction. I let that pass, or just let them be. Then I remind myself that I prefer corrections to compliments or praise. It's how I grow, how I can get better. That helps me analyze the comments to see if they highlight an area of where I can grow. I also remember these things for perspective: - that not all feedback is correct, but it's important to be aware and be honest when you assess yourself. - that people judge your potential from your best moments, not your worst. Give yourself some grace, this negative feedback is not the end of the world. - stay green, be a sponge, ask for advice on how to improve.

As a transaction lawyer and commercial advisor, I am regularly challenged. By my counterparties, clients, and colleagues. I have 3 takeaways. First, consider the messenger. Do they have an agenda? My negotiation counterparty will inevitably have a differing view whereas my clients and colleagues typically have aligned views but may have helpful concerns. Second, consider the delivery. Is it rational or emotional? A coherent evaluation may be acted upon whereas a verbal volcano may be a stress releasing lava flow. Third, consider the substance. Candidly introspecting, does the feedback make sense and potentially improve your performance? None of us are perfect and we can all benefit from unbiased unemotional third party critique.

To start you have to change your mindset. You should look at every day as a day to learn, be coachable and improve on yourself more. Start by removing your emotions from the situation; I know it can be hard, but this has always helped me to not take it as a personal attack but an opportunity to improve and learn at the same time regardless of your position. Once you have that mindset things won't seem as "hard to swallow".

To turn challenging feedback into a learning opportunity, I'd start by acknowledging my emotions and reframing the feedback as constructive criticism. I'd reflect on the specific points raised, seeking to understand the underlying reasons and potential areas for improvement. Engaging in self-assessment, I'd identify patterns or habits that may have contributed to the feedback and commit to addressing them. Seeking clarification or additional guidance, I'd communicate openly with the feedback provider to gain deeper insights. Finally, I'd develop an action plan to implement changes and monitor progress, viewing the feedback as a valuable opportunity for personal and professional growth.

In my view, receiving challenging feedback is an opportunity for growth. Embrace it as a chance to learn and improve. Reflect on the feedback objectively, identifying areas for development. Use it to refine skills and approaches. Remember, feedback, even if tough, drives personal and professional growth. Stay open-minded and resilient, committed to continuous improvement.

Receiving challenging feedback can be like a birthing experience for an organization. In some cases, you can discover that you’ve been winning, but there are other paths that can make winning easier and less complex. Alternatively, you may discover while remaining profitable that you’ve been losing slowly. The solution would be to bring in the entire Team and hear from everyone. You’ll find the solution during Team.

It’s very easy to jump to conclusions when receiving news/feedback that isn’t what you want to hear, quite often it’s just human nature. In this situation we need to breathe and be prepared to listen as quite often there is a learning opportunity. Not everything can go the way we want it to.

Buscar esclarecimentos é racionalizar sobre a quest?o e, inclusive, sobre seus sentimentos em rela??o ao feedback. Tendemos a acreditar que é pessoal mas, num meio corporativo sério, nem tudo é pessoal, pelo contrário. Bons líderes d?o feedbacks em busca de desenvolver seus liderados. Ent?o questione sobre o feedback sem julgamentos e terá ganhos significativos!

Handling challenging feedback effectively involves active engagement and clarification. Instead of making assumptions, it's crucial to approach feedback with a mindset of understanding. Pose questions to delve deeper into the feedback provider's perspective, actively listen, and paraphrase their points to confirm accuracy. This approach not only prevents misunderstandings and potential conflicts but also demonstrates your commitment to growth and respect for the feedback process. Embracing this method fosters a constructive dialogue, enhancing personal and professional development.

Consider the source and setting of the feedback. Is it an anonymous post on social media or is it someone you know and trust telling you in private. In other words, is it real feedback or just a heckler?

Always think about, does this person want the best for you or not. If you are in the right environment the person who gives you the feedback only wants the best for you. So learn from it and grow. You'll always be able to tell if it will help you or not.

Being objective can be challenging, especially when it comes to our work and, even more so, its criticism. But I try to be. I also share them with my team to get their assessment from their perspective. This often helps to look at the situation with an unbiased view. It's easier for me to objectively evaluate feedback after it has been reviewed by my team. It truly helps both psychologically and in terms of time optimization.

It happens to us all. As we go through each day, from the first day on the job to first year, you evolve. Once you get immersed in the job, role, position, you begin relaxing a bit. You know people you work with, maybe have lunch with them and chat about outside activities. And then: BAM! A project you are managing doesn’t live up to expectations. Or, “you spent too much time over lunch with subordinates.” And other issues arise. Control yourself at all times, don’t react “in the moment” it will make things worse. ABSORB what is being said, don’t analyze it, you’ll have plenty of time, later. Things happen, even when we are doing our best. Listen to what’s being said, acknowledge it verbally, move on. And LEARN from it.

Receiving had to hear feedback is truly a great thing. We have been taught that “tough conversations” or “negative” feedback is a bad thing, in reality it shows a growth area for us. When you shift the idea that “negative” or “hard to hear” feedback is a bad thing and change it to a positive thing. Your mind will take you from a reactive and defensive state to a state of growth. If we always “got it right” or we were the best at all we did, the rest of life would be pointless. We are meant to grow and experience new things and the only way we can do that is to not remain where we are.

Facing challenging feedback, it's crucial to embrace it as a stepping stone for improvement. Acknowledge the input by thanking the provider, a gesture that not only shows maturity but also openness to growth. Set achievable targets for yourself to address the feedback, ensuring these goals are both specific and attainable. Implement necessary changes, and don't hesitate to seek advice or support when needed. Lastly, keep the feedback giver in the loop with updates on your progress. This approach not only underscores your professionalism but also your commitment to personal and professional development.

It is crucial to remember that not all feedback is constructive, effective, or correct. Do not hesitate to stand up for yourself and seek legal advice if you feel that the feedback is unwarranted or defamatory. While accepting and learning from fair observation and feedback is essential, it is equally important to evaluate the validity and accuracy of such feedback.

If you were to blame in the situation (after all, we are human & we do make errors) then own up to the situation & offer a sincere apology. If you weren't to blame then let it go. This is their journey and not yours to take on. I would address it with the individual by presenting the facts & the outcome. When they see that perhaps they were wrong in the situation, then they should apologize. In a perfect world. :)

Think about it and act fast. Because most people just think about getting better by the feedbacks but not changing what needs to be done. In my opinion always see the positive and go for best. Change is inedible.

A partir da análise racional sobre o feedback você terá a preciosa oportunidade de crescer, corrigir rotas e ter maior sucesso em sua carreira. Permita-se mudar de ideia e de opini?o, desde que n?o infrinja seus valores.

The best is, you not only learn from feedback you get but also from feedback you give. You start to think in different ways and go to a solution oriented way of life. Life is about growing and reaching goals, whatever they are and this is only possible by evolving.

It’s important to seek feedback, digest it , ask for clarification if needed, be open to suggestions, validate it & learn from it! We are always learning & growing. Understand how you can improve & check in( if possible) to see if changes are on track and note how the changes helped you & share with others!

Receiving challenging feedback can be an opportunity for personal and professional growth. Begin by taking a step back to objectively assess the feedback, separating emotions from the information provided. Identify specific areas mentioned and consider them as potential areas for improvement. Seek clarification if needed to fully understand the feedback's context and implications. Embrace a growth mindset, viewing feedback as a chance to enhance skills and knowledge. Create an action plan with tangible steps to address the highlighted areas and actively seek support or resources for improvement. Turning challenging feedback into a learning opportunity requires resilience, self-reflection, and a commitment to continuous development.

If you do not take anything away from fair and valid feedback given in an honest and constructive manner then you cannot expect to move on and become a better version of yourself. Every day in life is an opportunity to learn and adapt in a positive way. Some days the learning experience will be obvious, other days less so but there is always something you can take from every experience. It is actually feedback about our flaws that provides us with the easiest learning opportunity but you have to be open to accept it and take action so as to better yourself and learn from it. Every negative, seen from a different angle, can be a positive but the trick is to find the right angle.

Todo comentario es una muestra de la percepción ajena, sincera, equivocada, mal intencionada, no importa, siempre da una visión diferente, desde una experiencia particular, y quizás desde una crítica extrema, pero que nos enfrenta a errores o aristas del asunto que no hemos percibido, y eso, visto con resiliencia, es una oportunidad de crecer y mejorar. Los mayores obstáculos pueden ser los mejores aliados.

Separate what you are hearing from who is saying it. If, objectively, the words make sense despite the speaker, you know it's time to re-evaluate and adjust.

Receiving challenging feedback can be an opportunity for personal and professional growth. Begin by taking a step back to objectively assess the feedback, separating emotions from the information provided. Identify specific areas mentioned and consider them as potential areas for improvement. Seek clarification if needed to fully understand the feedback's context and implications. Embrace a growth mindset, viewing feedback as a chance to enhance skills and knowledge. Create an action plan with tangible steps to address the highlighted areas and actively seek support or resources for improvement. Turning challenging feedback into a learning opportunity requires resilience, self-reflection, and a commitment to continuous development.

Opportunity never knocks your door but you have to find it. If you think a lesson is hidden behind every opportunity is good to learn from others mistakes aswell.

Absolutely agree! Recognizing that opportunity often requires proactive effort is key. Learning from others' mistakes can provide valuable insights and help us navigate our own paths more effectively. Thanks for sharing this reminder!

And take three long deep breath…leave a pause in time before answering. Attempt to understand the speaker’s motivation. Present your long cards first. Describe your position with calmness. And listen

All of the above. Remember: humility facilitates learning. Every criticism may hold a grain of truth, if you are humble enough to look for it.

Feed-back enables & empowers you to lead-forward. It may be true, it may be not. It may be something you are aware of, it may be not. It could be a time waster, it may be life changing. Either way, it’s information for you to digest & consider. What you do with it is entirely your choice. And remember to always thank the person who took the time to share their thoughts with you.

If you start with a negative perception, you are likely to continue that way of thinking, but a positive attitude will open more doors to growth than a negative one. None of us are perfect and we are a whole lot tougher on ourselves than others are, so you have choices accept the part that us true and perceive a plan moving forward. Say yes to success

When I feel hurt by feedback, I remind myself that 9 times out of 10, the feedback is directed at a behaviour and not me personally. It is a subjective opinion of how I interacted in a particular situation, with a particular person or persons. If the feedback is confusing, I ask for clarification. I can work at modifying a behaviour or uplevel a skill to show I value the relationship and want to complete the task at hand to the client's satisfaction. The 1 time out of 10 when the feedback is personal, this could be an indication of extreme dissatisfaction meaning the relationship is not salvageable. If this turns out to be true, best practice is to acknowledge the client's assessment and bow out gracefully.

Keep in mind that sharing negative feedback is difficult for most people (even if asking specifically for it). Things like: confrontation, hurt feelings, lengthy explanations & decrease in future communication can all be repercussions that prevent constructive feedback. It's often easier to be polite - so focus on creating an environment where colleagues are allowed to fail, where ideas and actions are critiqued as opposed to people (language is important), where confirmation bias is discussed in order to break down preemptive defenses and above all...contribute in meaningful ways to foster respect. This begins with assuming virtuous intent, listening to learn instead of waiting for your turn to speak & realizing "perception is reality".