Here's how you can handle feedback that challenges your perspective or approach.

When you receive feedback that challenges your perspective or approach, start by actively listening and staying open-minded. Reflect on the feedback objectively, separating personal feelings from constructive points. Ask clarifying questions if needed to fully understand the other person's viewpoint. Consider the feedback as an opportunity for growth and improvement. Finally, thank the person for their input and determine actionable steps to address the concerns or suggestions raised.

Understand the Message: Focus on grasping the main points and the intent behind the feedback. Consider the context and the specific areas for improvement being highlighted. Stay Open and Non-Defensive: Accept that feedback is aimed at helping you grow, not criticizing you personally. Keep an open mind and avoid immediately thinking of counter-arguments. Digest the Information Take a moment to process the feedback before responding. Reflect on the points made and how they apply to your actions or performance. Ask Clarifying Questions If any part of the feedback is unclear, ask questions to get more detail. Ensure you fully understand what is being suggested or critiqued.

Ao receber feedback, concentre-se em ouvir atentamente sem interromper ou ficar na defensiva. Preste aten??o no que está sendo dito e tente entender a inten??o por trás do feedback. A escuta ativa envolve n?o apenas ouvir as palavras, mas também observar o tom e observar pistas n?o verbais, o que pode fornecer uma vis?o mais profunda sobre o feedback fornecido.

Listen Actively: Stay Open-Minded: Reflect and Analyze: Thank the Feedback Giver: Take Action: . Follow Up: Learn by example

When receiving feedback, focus on listening carefully without interrupting or getting defensive. Pay attention to what is being said and try to understand the intent behind the feedback. Active listening involves not only hearing the words but also noting the tone and observing non-verbal cues, which can provide deeper insight into the feedback provided.

Feedback is a gift. Sometimes, you may not be ready for the gift ?? It is worth asking yourself if this is a problem you need to solve or file away for later at the bottom of your backlog based on your goals.

After receiving the feedback, take some time to reflect on it honestly. Assess its validity and how it applies to your situation or work. This reflection should be an impartial process where you consider the possibility that your current methods could be improved or that there may be aspects of your work you have overlooked.

After processing everything that is been said (feedback), reflect honestly and weigh it against your views, carry out a dispassionate assessment of both views and see which one helps you reach your goal faster

When receiving feedback always have this thought - It's for your betterment and to improve your skill/service rather than a criticism of your work. Align the feedback with your short comings and focus on how you could improve better in those areas. For example, think yourself as a customer of your Product/Service and reflect how will it feel with those short comings and what should be done to resolve.

Hold brainstorming sessions on the feedbacks received. Share the feedback with your team members . Give them time to reflect from a creative and consumer perspective - Everyone's opinion and thought will differ since they contribute in different areas - Consider their responses which will definitely open up new perspectives and ideas which can be used to improve on the feedback. This will also promote effective collaboration, considering they are valued in the organization which in turn will improve their performance and a positive outcome.

If aspects of the feedback are unclear or you find yourself disagreeing with some points, engage in a constructive dialogue with the person who provided the feedback. Ask clarifying questions to fully understand their perspective and discuss your viewpoint. This dialogue can lead to mutual understanding and can often reveal a middle ground or a better approach.

If the feedback does not align with your view on the subject, kindly engage in a dialogue, politely and constructively to see the depth of the view of the person sharing the feedback and if the other idea can deliver more value than yours, if however, you find that there are grey areas you do not understand, you ask questions, this is the essence of dialogue in the first place. Like water, always stand ready to reroute, reshape and relearn as much as needed.

There is always someone smarter than you, there is always someone that knows more than you do...stay humble! Those are the earliest words I remember from one of my teachers...never truer words... Thus alway engage in a dialogue of mutual learning/appreciation and mind you that dialogue may be sometimes leaning towards a monologue...be Humble... I have learned so much from the most uncommon of dialogues...my whole mantra of Unmet need vs Problem came from a conversation with a 9 year old kid when i was doing voluntary work at a shelter , I was humbled and deeply transformed and made me a bette professional!

Plan for action, regardless of you feedback, must also involve names of involved people and conditions to be fulfilled otherwise it will only be on you and not on the company. Remember that in an honest situation the company should have interest in your growth. If this is not the case it means or that company is not interested or that company cannot provide you the right support.

Decide how you will act on the feedback. If you find the feedback to be beneficial, develop a plan to implement the necessary changes. This plan should include specific, actionable steps and timelines. If you conclude that the feedback does not apply, it is still important to acknowledge the other person's perspective and explain why you will continue with your current approach, if this is the case.

take a decision on whether you want to act on the feedback and plan the best course of action. remember, breakdown your action plan into smaller, realistic and measurable steps, also, remember to acknowledge the positive feedback and encourage the person that gave the feedback.

After your planning is done, ACT! whether it's a personal action plan or you are leading a team, always take the agile approach, measure and evaluate your progress and/or your team's progress at every stage and ensure that deliverable aligns with the goal and delivers the desired value before proceeding to the next line of action.

Don't hesitate to ask more feedback to the person gave you the feedback at the first place. Having a growth mindset where we open for feedback and ready to adapt will eventually make us better and better. It will also build trust from our team as they will see us as a trustworthy leader who walks the talks.