Here's how you can effectively handle feedback from your superiors.

Effektiv mit Feedback von Vorgesetzten umzugehen, erfordert Offenheit und eine proaktive Einstellung. H?re aktiv zu und widerstehe dem Drang, dich sofort zu verteidigen. Verstehe die Intention hinter dem Feedback; es ist oft darauf ausgerichtet, deine F?higkeiten zu verbessern. Frage nach Beispielen oder weiteren Erkl?rungen, um sicherzustellen, dass du die Punkte vollst?ndig erfasst. Setze dir klare, messbare Ziele, um das Feedback umzusetzen, und bitte um regelm??iges Follow-up, um deinen Fortschritt zu überprüfen. Dies zeigt dein Engagement für pers?nliche Entwicklung und kann die Beziehung auf Augenh?he zu deinem Chef st?rken

First it is must to understand feedback is the view of others against the work or activity done by us, listening to others not to react but to respond is the 1st step and another point is to note down what is being told and meanwhile our approach should be affirmative. Analyse the feedback later on and devise our plan while considering the feedback next time. Feedbacks are life changing because they have the power to transform & polish us.

Active listening is key when receiving feedback from superiors. 1) Start by maintaining eye contact, nodding, and providing verbal cues to show you're engaged. 2) Resist the urge to interrupt or defend yourself; instead, focus on understanding their perspective. 3) Paraphrase what they say to ensure clarity and ask clarifying questions if needed. 4) Finally, thank them for their insights and demonstrate your commitment to improvement by outlining actionable steps based on their feedback. This approach fosters a constructive dialogue and strengthens your professional development.

Be calm and composed. Always try to respond (and not react) to the feedback from the seniors. If need be, clarify your doubts and reflect honestly to it. Try implementing the feedbacks in a way that it aligns with your goals and aspirations. Actively listen to the constructive feedback as it always helps in the personal and professional growth.

One thing that I find extremely helpful with getting feedback from superiors who actually want to see you grow is that they don't gatekeep their years of experience and because of that they can see the minor mistakes that you're making which can go unnoticed by you. Feedbacks with a motive to help you be better at your job can only make your work easier, but the only catch here is to actively listen and implement those feedbacks to see better results.

When I hear feedback, sometimes I'll hear things that aren't actually there. A look, a comment that could be misconstrued, dwelling on a point for slightly too long. It's said that when you're a leader 'your whispers are shouts,' so I always make sure my intuition, or perspective, isn't getting in the way of the point that's being made.

Make sure that the "clarify doubts" step doesn't veer into defending or explaining yourself- it is so tempting and it can feel like "clarification." If you can step back mentally and stay calm (it can be so hard for certain personalities) then save the responding for later.

I was speaking at a conference once. There was a man in the back row sitting with his arms crossed and wincing at me the entire presentation. I thought he hated what I was saying. When I went to talk to him during the break, he told me he loved my presentation and work so much, he came to the conference even though he was sick and had been at home resting most of the week prior. What I thought was disengagement was actually him trying to focus under sickness and discomfort. Always interrogate feedback (verbal or non-verbal) to check assumptions, innuendo, or the story you are telling yourself to make it real, valuable and usable.

Seeking clarification is crucial after receiving feedback from superiors. It demonstrates a proactive approach to understanding and addressing the points raised. As a fitness coach, I encourage my clients to ask questions for clarity, and I apply the same principle when receiving feedback. By seeking clarification, I ensure that I fully grasp the expectations and nuances of the feedback, which allows me to take appropriate action effectively. This proactive communication fosters mutual understanding and alignment, minimizing the chances of misunderstandings and promoting a collaborative working relationship with superiors.

Think of this as seeking directions on a map. If you’re unsure where you’re going, ask for clearer directions. For example, if feedback is vague, ask specific questions like, “Can you give me an example of when I exhibited this behavior?” Frame your questions positively to show that you’re proactive about improvement, not just defensive.

One key aspect of effectively handling feedback from superiors is to reflect honestly. It's crucial to approach feedback with an open mind and a willingness to acknowledge areas for improvement - 1) Reflecting honestly means not only considering the feedback itself but also examining our own actions, decisions, and behaviors that led to it. 2) By honestly evaluating our performance, we can identify patterns, strengths, and weaknesses, enabling us to grow personally and professionally. 3) Embracing this mindset fosters a culture of continuous learning and improvement, ultimately benefiting both individuals and the organization as a whole.

Reflecting honestly on feedback is essential for personal and professional growth. As a fitness coach, I encourage my clients to take time to reflect on their progress and areas for improvement, and I apply the same principle to myself when receiving feedback from superiors. Honest self-reflection allows me to evaluate the feedback objectively, considering how it aligns with my goals and self-perception. By identifying areas where I excel and aspects needing improvement, I can turn the feedback into actionable steps for growth. This introspective process empowers me to leverage feedback effectively and continuously strive for excellence in my coaching practice.

Treat this like looking in a mirror. The reflection helps you see what to tweak or improve. For example: after receiving feedback, spend some time alone to process the information and assess its validity and relevance. Write down your initial thoughts and feelings about the feedback to process your emotions constructively.

Mantener la compostura ante ciertos comentarios de un jefe puede no ser fácil, es a veces irritante o desconcertante, pero es importante mantener la calma y la profesionalidad. Lo mejor es escuchar atentamente, responde con cortesía y si es necesario, toma notas para abordar cualquier preocupación más tarde en privado. Un buen tip además es mantener tus emociones bajo control, intenta respirar profundamente y toma tiempo para pensar antes de responder, concéntrate en mantener una postura calmada y recuerda que sus comentarios aunque sean a veces personales o poco profesionales, no lo deben ser para ti y en lugar de reaccionar impulsivamente, trata de responder de manera asertiva y constructiva.

Todo feedback se debe recibir con amor, aún la forma en la que lo has recibido no haya sido del todo amorosa. En realidad si lo piensas bien, el feedback es un proceso donde alguien invierte parte de su vida en corregir aspectos de la tuya que están lastrando tu desarrollo y desempe?o. Aprende a seleccionar el grano de la paja, quédate con lo realmente constructivo y rechaza todo aquello que no aporta.

Leading with your emotions is a natural response. You have to train yourself to turn off your emotions and use logical thinking. When your emotions arise, think to yourself am I mad because they're right? Pause before you answer and discuss the the conversation without your emotions leading you. Typically your behavior is why the conversation is being had to begin with.

Maintain your composure when receiving and listening to feedback from your superiors. This can be difficult in the moment, however, handling criticism in tough moments will show others your leadership qualities. We all hear feedback differently and it is perfectly okay to take a moment, have a glass of water, take a few minutes to understand what has been said. By doing this, we don’t allow our instant reactions to control the situation.

Maintaining composure when receiving feedback is paramount for handling the situation professionally. As a fitness coach, I understand the importance of remaining composed, even when faced with challenging feedback. By keeping emotions in check and responding with poise, I demonstrate maturity and a willingness to address criticism constructively. If emotions become overwhelming, it's perfectly acceptable to request a brief pause to collect thoughts before continuing the conversation. This approach fosters a respectful and productive dialogue, allowing for effective communication and growth opportunities.

Developing a robust plan to handle feedback from superiors begins with cultivating a growth mindset. 1) Approach feedback with an open mind, viewing it as an opportunity for growth rather than criticism. 2) Actively listen to understand the underlying message, clarifying any uncertainties. 3) Reflect on the feedback, acknowledging strengths and areas for improvement. 4) Formulate an action plan incorporating feedback, setting measurable goals. 5) Lastly, regularly revisit progress, adapting strategies as needed. This proactive approach fosters professional development and strengthens relationships with superiors.

You have the power to shape your own performance. Listen, address, and achieve. Establish goals in the recommended areas of improvement and trust that it will suffice.

Developing a plan is crucial after receiving feedback, ensuring that you can effectively address areas for improvement. As a fitness coach, I emphasize the importance of creating a specific, measurable, achievable, relevant, and time-bound (SMART) plan for my clients, and I apply the same principle to myself when receiving feedback. By setting SMART goals, I can systematically enhance my performance and address the feedback received. This proactive approach not only demonstrates initiative but also underscores my dedication to continuous personal and professional growth. With a well-defined plan in place, I am equipped to take actionable steps towards improvement and success.

Turning feedback into actionable steps is key. I work with my superiors to create a structured plan that addresses the areas of improvement highlighted during our discussion. Breaking down the steps into achievable goals ensures steady progress, builds confidence, and demonstrates that I'm taking their input seriously.

Según mi experiencia, los comentarios de tu jefatura pueden ser tomados como opciones de mejoras que no tenías en mira. Y, lo bueno es plantear la necesidad del desarrollo de un plan de mejoras, donde uno pone todo su interés en conocerse mejor y poner en práctica cada una de las acciones.

Follow through and follow up are key to implementing any goal, vision, strategy, or improvement. It is easy to state what we want to do, but is rarely followed up on by superiors. It is up to you to take your plan and put it into action. This not only allows you to improve your leadership qualities, but also shows others you are adaptable and leading by example. Feedback, positive or constructive, is good if we do something about it.

You can use the Johari Window framework to handle feedback from your superiors. Start by *listening attentively* to uncover blind spots. ASK clarifying questions to reduce the unknown and expand your horizons. *Show appreciation* for their insights as a valuable step toward self-awareness, then implement their advice to enrich your understanding. *Follow up on your progress* to build trust and transparency. ???????????????? ???? ?????????????????????????? ?????? ????????????, ???? ?????????????? ???? ???????? ?? ???????????????? ????????????????! Do not fight feedback. NOTE: Johari Window is a framework for understanding conscious and unconscious bias that can increase self-awareness and interpersonal understanding. Give it a try!

I work in a creative field and there are several things I have to remember: 1. I am not my work and this is not my art 2. This company is paying me to do a job for them that they cannot do themselves. I'm here to make suggestions based on my experience, but ultimately to do the job the way they want it done. These two mindsets help me keep my ego in check and deal with feedback in a healthy way.

While you might be tempted to dismiss feedback from someone you believe doesn't have your best interests at heart, it's crucial to be your own biggest supporter. It's perfectly acceptable to disagree with the feedback you receive.

If you employ the practice of having a 'challenge network', you will move past the rather dichotomous definition of feedback being constructive/developmental or positive. From a challenge network perspecitve, feedback, regardless of its slant, helps shine a light on your strengths as well as your blind spots and helps open your mind to new perspectives so you can reflect on where and how you want to evolve to continue to be the best leader you can be.