You've received negative feedback on a project. How can you turn it into a stepping stone for career growth?

1. Embrace and analyze: Accepting the feedback graciously, identify specific areas for improvement, and understanding the perspective behind it. 2. Learn and act: Using the feedback positively, to learn and develop new skills or approaches, and implement changes and improvements. 3. Grow and showcase: Viewing the feedback as an opportunity to grow, demonstrate the changes and improvements I've made, and highlight ability to learn and adapt.

Personally, I've had my share of negative feedback. While it can be disheartening, I've learned that acceptance is key. Rather than arguing or dwelling on the criticism, I focus on identifying areas for improvement. By taking a constructive approach and seeking ways to learn from mistakes, I've turned these experiences into opportunities for growth and development.

If this idea is revolutionary we’re doomed. You can’t learn ANYTHING at all without making mistakes. This isn’t a good idea or novel approach, it’s table stakes. If you encounter folks who don’t do this, run!??♀?

To turn negative feedback into career growth, start by approaching it with an open mind, focusing on the specific areas for improvement rather than taking it personally. Ask clarifying questions to fully understand the feedback and identify actionable steps for improvement. Reflect on what went well and what could have been done differently, using these insights to adjust your approach in future projects. Create a plan to address the feedback, setting measurable goals to track your progress. Embracing the feedback as a learning opportunity demonstrates resilience and commitment, positioning you for growth and success in future projects.

Always ensure you collect as much information as possible in the process of handling negative feedback. The purpose of this is not to assign blame, but to identify the breakdown in processes that contributed to this problem. This part of the process is often perceived as distracting or time-wasting. Here at AusRehab, because we really prioritise client satisfaction, I believe that this part is necessary for us to continually improve, and therefore maintain high standards. Bottomline: Always get to the bottom of the matter, and understand that criticism is key for improvement.

A good feedback is based on facts and helps you understand the cause-effect relationship between what you did (action/behavior) and their impact. If one of these points (action/behavior or impact) is not clear for you, my advice is to ask for more information.

2. Seek Additional Insights: I believe in the power of collaboration. I will reach out to colleagues and mentors for their perspectives on my project. Their experiences could provide further insights that will help refine my skills and approach.

Preguntar y reducir al máximo el margen de interpretación es fundamental. Esto también es especialmente útil para detectar feedbacks malintencionados que busquen el despriorizar una acción/proyecto ya que habitualmente carecen de una base solida y lógica.

Quando eu aplico um feedback, costumo substituir o termo "crítica construtiva" por "ponto de melhoria" e tenho uma boa conversa com quem está recebendo esse feedback isso ajuda a outra parte envolvida a entender que eu como profissional estou ajudando aquele outro profissional a melhorar sua trajetória.

3. Set Concrete Goals: Based on the feedback, I intend to set measurable goals for my personal and professional development. Whether that’s enhancing my project management skills, improving my communication style, or seeking additional training in relevant areas, I am committed to continuous improvement.

Definir un plan de acción es fundamental, siempre hay que considerar: que está en mi esfera de control, cual seria la secuencia de acciones más efectiva y sobretodo no sobreanalizar y actuar. La acción es lo unico que mueve a la transformación.

Para criar um plano de a??o após receber um feedback, comece identificando as lacunas de conhecimento ou habilidades que foram apontadas. A partir disso, defina metas claras e específicas para resolver essas quest?es, como buscar treinamentos, desenvolver novas competências ou solicitar orienta??es mais frequentes em projetos futuros. Esse plano de a??o n?o só orienta seu desenvolvimento, como também mostra aos seus superiores que você está comprometido com o aprimoramento contínuo e a evolu??o profissional.

Criar um plano de a??o para melhorar aquela ponto frágil que me levou a receber o feedback negativo n?o é uma tarefa fácil para boa parte dos profissionais, fazê-lo é importante, porém o aplicador do feedback precisa deixar isso muito claro para sua equipe, a empresa necessita implantar essa cultura. Já atendi clientes que n?o sabia se quer o que é um feedback, plano de a??o é uma linguagem nova para muitas pessoas. Se a lideran?a for bem preparada, qualificada as etapas de um feedback irá funcionar, do contrário, será apenas um momento chato entre lideran?a e liderado. Em minhas consultorias, mentorias e treinamentos eu ensino tudo isso aos meus clientes.

Turning feedback into action requires a concrete plan. Outline clear steps to address the areas of improvement highlighted, setting achievable milestones along the way. By creating an action plan, you demonstrate a proactive approach to development, showing your commitment to growth and a readiness to take ownership of progress.

I completely agree with the importance of reflection in Personal and professional development. Negative feedback often highlights areas for improvement that we might not recognize on our own way. By taking the time to analyze the feedback, we not only gain insights into our performance but also learn to approach challenges with a more constructive mindset. This process not only enhances our skills but also builds resilience, ultimately positioning us for greater success in future projects

It all depends on the nature of the criticism. If it is purely feedback on something that could be done better, it is the best kind of feedback and welcomed with open arms. If it is feed back on the service falling short or an individual not fulfilling their duties this requires investigation. Is the messaging about the service accurate, has the person's expectations been falsely heightened. Does the messaging need to be clearer, of of course is the person complaining just having a bad day. Ultimatley this needs to be investigated with compassion and understanding from every point of view. If blame is to be attributed then it is importnat to ensure that it is identified and a plan agreed for positive engagement and improvement.

In my experience, I find the Start-Stop-Continue method very useful as a reflection tool. What should I start doing to be more effective? What should I stop doing that is hindering my performance? What should I continue doing that is already working? Three simple questions, three valuable reflections.

Quizás esta me parece una de las partes más complicadas de comunicar, sobretodo elegir el momento, en algunas organizaciones la presión por la visibilidad es tal que puede llevar a precipitarnos en ofrecer un plan de acción antes de poder haber visto siquiera si este es efectivo (aunque pueda sonar bien teoricamente). Creo que si bien es importante comunicar el progreso también debería de darse un margen de confianza para poder completar el circulo de aprendizaje de una manera más sana y efectiva.

5. Share the Journey: I believe in transparency and the power of sharing experiences. I plan to document my progress and lessons learned in future projects, which could serve as valuable insights for others facing similar challenges.

As you implement your action plan, keep stakeholders updated on your progress. Regularly communicating your improvements demonstrates accountability and transparency, which can help rebuild trust and showcase your dedication to development. It also opens the door for ongoing feedback, creating a positive, dynamic approach to growth.

Take critique as a sense of seeking clarity for stakeholders and self. Orientate the critique into the following lens: 1) is this about the what? Why? How? Who? Where? When? Which? 2) what is the value(s) that matters to that person. 3) how can you add value to that person’s values?

Remember to focus on your strengths and deal with your weaknesses as risk management. Negative feedback does not define you. They are hints of what might be blocking you from achieving your goals.

Manter a perspectiva ao receber feedback negativo é essencial. Encare-o como uma parte normal do seu crescimento profissional, sem permitir que ele diminua suas conquistas ou defina quem você é. Todos cometem erros, e esses momentos s?o oportunidades valiosas para aprendizado e aperfei?oamento. Ao adotar uma vis?o positiva e focada na melhoria contínua, você n?o apenas supera os desafios com resiliência, mas também fortalece seu desenvolvimento e avan?a de forma mais sólida em sua carreira.

6. Stay Resilient and Open-Minded: Finally, I will maintain a resilient mindset and remain open to further feedback. The best professionals are those who recognize that growth is a continuous journey.

While negative feedback can feel overwhelming, maintaining perspective is key. Recognise that feedback is a tool for development, not a reflection of your entire capability. Approach it with a growth mindset, understanding that each piece of feedback brings you one step closer to mastering your role and achieving career success.

When my employee comes to me with negative feedback, I always make sure to be involved. This way, I can leverage on my experience to provide constructive feedback, monitor employee growth and learning, and also demonstrate our organisation's commitment to quality service by personally reaching out to the unhappy client. While this methodology is not foolproof, the best way to win over the client is to acknowledge that we have room for improvement, and show sincerity in wanting to improve. 9 times out of 10, this helps resolve the issue.

Taking feedback constructively starts with acknowledging it openly and identifying one or two areas for immediate improvement. I’ve made a habit of approaching negative feedback as an opportunity to reflect on my methods and strengthen any weak spots. Showing tangible improvement after criticism not only demonstrates resilience but builds trust with clients or team members.