You’ve received feedback that’s honest but difficult to hear. How can you respond in a way that’s productive?

No matter how bleak the feedback, thank the person (provided it's communicated to you in a civil way). If it's not, call it out. But then ask for advice on how to address it. Advice is actionable, while feedback is often not and is usually emotionally loaded. Advice trumps feedback.

Remember that you do not have to respond in the moment. If you feel like your emotions are getting the better of you, say that and ask to continue the conversation at another time. Take a moment to destress - exercise works wonders. Go for a walk or a run, walk the dog, whatever allows you to air out the emotions. Then have a good hard look at which pieces of feedback are viable, and schedule a followup conversation with the feedback-giver to better understand where they are coming from and what next steps you can take to improve.

In one of my previous firms, I took over a team that had members who had more experience than me and had to report into me. In my first call with the team, one of the members was unhappy as he was approached for my position, he was angry and gave me feedback and was non-cooperative. I heard him through and responded positively and later on he was one of my best performers on my team.

Recognizing your emotions is crucial when dealing with feedback. It's natural for feedback to trigger a range of emotions, and ignoring them can compromise your ability to respond constructively. By acknowledging your emotions, you can avoid impulsive reactions and take the time needed to process the feedback in a healthy manner. This allows you to maintain open and productive communication, ensuring that your emotions don't hinder your ability to objectively assess the feedback. Techniques like deep breathing and positive affirmations can help calm the mind and provide a more balanced perspective, making it easier to use the feedback for personal and professional growth.

Se trata de entender el comentario honesto, siempre y cuando ha sido dicho con asertividad. Agradecerlo es lo primero. Luego analizarlo, y ver de corregir quizás algunas conductas propias que hayan originado ese comentario, para bien de uno mismo.

When receiving tough feedback: 1. Understand where they are coming from, what expectations they had from your role and why. 2. Focus on the company/team's mission. 3. Don't feel overwhelmed by hierarchy. Ask questions/discuss. 4. Reframe: Treat it as a gift! It isn't meant to pull you down, but to tell you exactly what to improve so you can succeed.

Active and open listening is key when receiving feedback. Your initial instinct might be to interrupt, argue, or justify your actions upon receiving feedback. However, this can make you appear resistant, defensive, or hostile, and hinder your ability to fully understand the feedback. Instead, try to listen actively and openly without interrupting or judging. Pay attention to the tone, body language, and words of your mentor, and ask clarifying questions if necessary. Show that you appreciate the feedback and that you're willing to learn from it. This approach fosters a constructive dialogue and demonstrates your commitment to personal and professional growth.

Active listening means paying attention and asking questions. When difficult feedback is provided, you naturally feel defensive, and your mind can be "cluttered." Asking questions is a good way to focus on the essence of the feedback and improves the exchange of information between you and the person providing the feedback. The other aspect that we sometimes overlook is the perspective of the person providing the feedback, the context, the position, and the organizational hierarchy. The more you can understand the point of view of the other person, the easier it will be for you as you will be more open and willing to accept the feedback,

Listening is a great skill, it gives you more time to understand the real problem, that is what helped me in my previous role where my teams have always performed well and I used to always listen into their problems.

It is crucial to actively take notes during the conversation and assign action items to each feedback point. These actions should align with high-level goals aimed at generating value and achieving business objectives. Maintaining positive body language is essential, and avoiding immediate judgment allows for a more open exchange. Asking clarifying questions not only demonstrates appreciation for the feedback but also underscores a genuine willingness to learn and improve.

Buscar entender a inten??o e o impacto O feedback nem sempre é entregue da melhor maneira e, às vezes, pode ser vago, impreciso ou tendencioso. No entanto, antes de descartar ou rejeitar o feedback, tente entender a inten??o e o impacto dele. Qual é o objetivo ou finalidade do feedback? Qual é a evidência ou observa??o por trás disso? Como isso afeta seu desempenho, seu relacionamento ou seus objetivos? Ao procurar entender a inten??o e o impacto do feedback, você pode avaliar sua validade, relevancia e utilidade.

Arrogance always starts from the “I’m right” perspective. At that point, I’ve established a fighting position and I’m on the defensive. Humility acknowledges that “I can always be better” and asks questions to get at the heart of the problem. - Is this an ability problem? How do I learn the skill? - Is it a knowledge problem? Who can teach me? - Is it an attitude problem? How can I adjust and improve?

Honest feedback should be delivered directly despite having the potential to be painful. When we skirt the issue by using inuendo we don't allow the other person to see our perspective and we deny them the opportunity to grow. We are sometimes our own worst enemy. We fail to realize how we are heard and perceived. When you receive feedback that seems confusing, off base or wrong, ask the provider to elaborate. Keep in mind that you need to stay level-headed, and open-minded to receive the feedback. You need to create a rule for future instances… “If you notice I’m doing xxx again, please interrupt me with a gentle redirection.” Make sure it is clear there will be no ill feeling or retribution for honest and constructive feedback.

This is definitely helpful. I find that being curious will bring more clarity when receiving feedback, asking the right questions will take you to the right direction.

Feedback not delivered with purpose and evidence is always vague and feels biased. Ensuring to give a feedback with proper intent and with enough metrics as evidence can be impactful.

Realize that not all criticism is from a mentor, nor is all of it constructive. At least until you MAKE it constructive. Seniors, staff and customers will all critique, directly or indirectly, at some point. Be honest with yourself. Is it true and accurate? If so, all or part? What can you learn from it? Then build a step-by-step implementation plan and follow it. If not, move on. The old adage, “Show me someone who never makes mistakes and I’ll show you someone who’s not doing anything,” is a fact of life and business. There’s glory in a great mistake. They are great teachers, as long as you’re a good student.

Take the feedback in the right sense as the mentor is only trying to help you find a solution and not point out problems. Ask for specific book recommendations or ask for smaller goals to get to the solution.

The primary focus should always be on identifying the core issues and addressing them within the framework of SMART goals. Effective communication plays a vital role in this process, ensuring openness to adopt valuable inputs before reaching rational decisions. Being resourceful is crucial to leveraging available resources optimally. Additionally, celebrating achievements and acknowledging efforts are essential components of fostering a positive and productive environment.

Solved, the equation seems simpler, says the Persian proverb. Nor is the solution to be found in urgency and haste, but in reflection, which requires analysis and time. Knowledge is acquired through experience", said A. Einstein, "everything else is just information", he added. In this age of easy criticism, asking your adversary what his or her solution is can reinforce exchange rather than confrontation.

La clave está en cambiar la perspectiva. En lugar de ver la retroalimentación como un ataque personal o un foco en lo que salió mal, la veo como un mapa que me se?ala hacia dónde puedo ir. Este cambio de mentalidad es crucial y puede hacer toda la diferencia en cómo se recibe la retroalimentación y, lo más importante, en lo que se hace con ella.

One piece of advice I have been given on the subject of feedback that I always find very helpful is this: feedback is always a gift, and you can decide whether to accept it - or not. It's definitely not always that easy, but real feedback is something that someone has taken time for and reflected on in order to give something constructive. And not every subjective opinion is automatically feedback. And it is actually helpful to make a clear cut between these two.

Feedback is our path to success and they need to be taken in the right spirit, our mentor takes the time to assess and give us feedback and solutions, for which we need to be grateful and show gratitude and appreciation for the time the mentor is spending for us.

Every problem presents an opportunity for solution, and once the underlying rationale is identified and addressed, it's essential to express gratitude to all who contributed to resolving the situation. Journaling the experience not only facilitates personal learning but also serves the greater good by sharing insights with the community. It's crucial to reassess and measure against business goals to prevent the recurrence of similar issues.

Demonstre gratid?o pelo feedback recebido, reconhecendo a sinceridade e a contribui??o do seu mentor para o seu desenvolvimento. Ao expressar apre?o pelo feedback, você mostra maturidade e disposi??o para crescer, o que pode fortalecer o relacionamento com seu mentor e abrir portas para futuras conversas construtivas. Agradecer pelo feedback também incentiva a continuidade do diálogo e refor?a a cultura de aprendizado mútuo e melhoria contínua.

While a lot of people choose to talk behind your back when you make mistakes, the right people will say it to your face to help you change. Appreciate the effort those people put to help you and be grateful because not everyone might have such mentors in their lives. There will be a time when you will say I wish someone was there to help me and guide me.

This is often overlooked because it feels odd to ask for feedback when things seem to be going ok. To be honest, I've found that regular feedback is usually better/easier than a tough annual conversation. With regular feedback, you have more data points, you know what to expect (no shocks/surprises), and you can showcase your progress better. Don't forget to get 360 feedback from managers, peers, and reports!

Seeking feedback is the best way to prepare yourself to hear it. Instead of waiting for it and getting it unexpectedly, you are asking for it while being prepared to hear it. This shows a lot of humility and confidence! It is also best to seek it yourself because you are choosing who shall give it to you. This gives you control to choose the right person to give such feedback. Be proactive about feedback and watch how you will develop.

Avoid immediately reactions. Listen to understand but not to respond. Connect the feedback to your role.Thank the person giving you feedback. Ask questions, but don't challenge the feedback. Check with your relevant stakeholders to validate and correct wherever necessary.

1. One can consider cross-checking with colleagues and friends to see if they share a similar impression on any specific area, behaviour or way of working. 2. Once the individual is more or less convinced on the feedback, it’s important to work on a clear development or improvement plan with specific milestones and timelines to address the feedback effectively.

Try to look at this objectively. As if it does not concern you. Then look at the facts and outcomes if there are any and try to take the perspective of the person that is giving the feedback. You may also consider who the person is giving your the feedback and what their background and experience is. And the reason why they are giving this feedback. Then consider if the feedback is relevant may help you to be more effective.

Believe it or not, you're just human. You're gonna be right and wrong either when you know it or not. Receiving an honest feedback should be something that you'd always appreciate. But feedback without action is nothing. You need to: evaluate the feedback you're receiving, ask advice on how to improve and set a plan in motion. Active listening is highly important, but losses all sense if you do nothing with it. Understanding how to improve should be part of our lives, as the concept of "continuous improvement" (kaizen) needs to be a compass to guide us. Be grateful for the feedback and the opportunity you just have been given to keep growing!

The delivery of feedback is crucial and it is important to understand that how one person best receives feedback is not how the next person does. Take time to know how your employees, peers, colleagues best receive feedback. For example, with our college student workers, I ask them how they best receive feedback (in the moment, pulled aside, detailed, short and quick, etc.) then based on their answers that's how I deliver their feedback. It goes a long way in building that trust relationship and in the other person's ability to positively take the feedback and implement it. Feedback is about the growth of a another - you don't help someone grow if you don't know how they best reach that growth.