Here's how you can handle feedback that you disagree with.

When handling feedback I disagree with, I first listen actively and respectfully to understand the feedback fully without interrupting or becoming defensive. I reflect on its validity and relevance, considering any beneficial insights. If I still disagree, I engage in an open dialogue with the person, sharing my perspective calmly and providing supporting evidence. This conversation aims for mutual understanding and clarifies any misconceptions. Finally, I remain open to compromise or incorporating useful parts of the feedback, fostering a positive and collaborative environment even if I don’t fully agree.

As a Program Manager, I prioritize handling feedback, even when I disagree, with professionalism and constructive engagement. I listen actively to fully understand the stakeholder's perspective and ask clarifying questions to ensure I grasp their concerns accurately. By seeking common ground, I work to identify shared goals and areas of agreement, fostering a collaborative environment. After these discussions, I take time to reflect and learn from the feedback, continually aiming to improve my approach and maintain positive relationships with all stakeholders.

Listening fully is a cornerstone of effective leadership. I approach feedback with an open mind, actively engaging in conversations. I create a safe space for stakeholders to express their perspectives without interruption. By attentively absorbing their insights, I gain a deeper understanding of their concerns, motivations, and underlying needs. This empathetic approach fosters trust and allows me to address feedback constructively. Remember, listening isn’t just about hearing words; it’s about comprehending the context and emotions behind them.

In one of my project a senior engineer disagreed with our approach. Instead of reacting defensively, I listened, sought clarification, and reflected on his points. We held a follow-up meeting and collaboratively adopted a streamlined version of my design, incorporating his suggestions. This approach improved the project and strengthened team trust. Listening and open discussion turned disagreement into a constructive outcome, underscoring the value of humility and openness in leadership.

This is true, and written “on paper,” it sounds logical and relatively simple. However, reaching this state can require considerable practice for individuals. Firstly, active listening is a skill that needs to be practiced. Secondly, emotional regulation and not reacting impulsively are important. To achieve this, self-awareness and knowledge of one’s strengths and weaknesses are essential.

Sometimes, objective assessment can require a time gap to process information and organize thoughts. Additionally, consulting with other stakeholders can provide an extra dimension and open up other perspectives. It is ok to say: thank you for the feedback and considerations. I will think about it and come back.

When handling feedback I disagree with, I reflect objectively by suspending my biases and emotions. I acknowledge the stakeholder's perspective, restate their concerns, and ask clarifying questions to ensure understanding. I then analyze the feedback through a logical lens, considering the underlying issues, assumptions, and potential misalignments. By doing so, I separate the message from the messenger, focusing on the underlying concerns rather than personal opinions. This objective reflection enables me to identify potential blind spots, address underlying issues, and respond constructively, ultimately strengthening relationships and driving program success.

Take a step back to evaluate the feedback without letting emotions influence your judgment. This objective reflection can help you identify any valid points.

Take time to reflect on the feedback objectively. Consider whether there might be any truth or useful insight in the feedback, even if you initially disagree. Try to separate your emotions from the content of the feedback to analyze it more effectively.

Feedback you disagree with requires a thoughtful and patient approach. Start by self-reflecting to understand what is driving your initial reaction. Acknowledge that constructive feedback can be challenging to process, especially if it conflicts with your self-perception. Instead of reacting defensively, ask questions to gain clarity and understand the perspective of the person giving feedback. Most importantly, take time to listen and really hear what is being said without the intent to immediately respond or defend. Consider the feedback objectively and look for any valid points that could help you improve. Remember, we are all human, wired differently... give yourself & others grace and grow from feedback that is shared

A very important step. I would place it even before the second step. So, while receiving feedback, mirror what has been said to us to confirm understanding. Sometimes, our assumption is completely opposite to what the speaker wants to convey because we come from different perspectives.

As I have observed, When faced with feedback , program managers disagree with, they ask questions to probe for specific examples, underlying concerns, and unmet needs, ensuring they grasp the stakeholder's perspective. Open-ended questions like "Can you elaborate on that?" or "What led you to that conclusion?" help them uncover underlying issues and potential misalignments. By actively listening and asking questions, they demonstrate their commitment to understanding the stakeholder's viewpoint, fostering a safe and collaborative environment. This thoughtful approach enables them to address concerns effectively, build trust, and potentially uncover valuable insights that enhance program outcomes.

Engaging with the feedback by asking clarifying questions demonstrates your willingness to understand the other person's perspective better. It can also uncover underlying concerns.

Ask clarifying questions to understand the feedback better. Inquire about specific examples or scenarios that led to the feedback. This can help you see the situation from the other person’s perspective and identify any misunderstandings.

It's helpful to provide context by sharing relevant background information, data, and expertise. Normally, I would explain the reasoning behind my decisions, highlighting any constraints or trade-offs. By offering a clear and transparent context, it helps stakeholders understand my perspective, fostering a more informed discussion and enabling us to find common ground.

Here, the “agreement” tactic can be useful. This way, we don’t come across as defensive but rather get the other person on our side. For example, we can say: I agree or I can agree with you, but I would like to provide additional context and complete information so we can reach the best result or solution.

Share your reasoning and context for your stance. This helps the other person understand your perspective and can facilitate a more constructive discussion.

Once you have fully understood the feedback, provide context for your actions or decisions. Explain your perspective and the reasoning behind your approach. This can help the feedback provider understand your side of the story and why you made certain choices.

Additionally, it’s good to thank for the feedback, even if we don’t agree, as it provides us with an additional perspective. Although it’s not always pleasant, challenging feedback can be very useful in confirming and solidifying our own beliefs.

Look for common ground where both parties can agree. This collaborative approach can help resolve differences and promote a more unified direction.

Engage in a constructive dialogue to find common ground. Work with the feedback provider to agree on a path forward that addresses their concerns while aligning with your objectives. This collaborative approach can lead to mutually beneficial solutions.

After discussing and potentially reaching an agreement, focus on actionable steps. Moving forward together with a clear plan helps maintain momentum and fosters a positive working relationship.

After addressing the feedback, focus on moving forward. Implement any agreed-upon changes and continue to monitor the situation. Show your willingness to improve and adapt based on constructive feedback, demonstrating your commitment to growth.

Stay professional and positive throughout the process. Avoid becoming defensive or argumentative, as this can hinder productive discussions. Consider seeking a third-party perspective if the feedback remains contentious. Continuous improvement is key, so use all feedback as an opportunity to learn and grow, even if you initially disagree with it.