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

When facing feedback that feels off the mark, approach it with curiosity rather than defensiveness. First, seek clarification to understand the perspective fully. Reflect on whether there might be elements of truth or misunderstanding. Express your viewpoint calmly, supported by specific examples or data where possible. Avoid getting caught up in emotions; instead, focus on constructive dialogue aimed at mutual understanding and growth. Ultimately, feedback, even if initially perceived as unfair, can offer insights or highlight areas for improvement. Handling it with openness and a willingness to learn can turn what seems negative into a positive opportunity for personal and professional development.

When faced with feedback you find unfair or disagreeable: Pause and Reflect: Take a moment to process the feedback before responding. Seek Clarification: Ask for specific examples or details to better understand the feedback. Acknowledge Emotions: Recognise your emotions without letting them dictate your response. Focus on Learning: Approach the feedback as an opportunity for growth and self-improvement. Respond Constructively: Provide your perspective calmly and professionally, aiming to find common ground. Maintaining composure allows you to address feedback thoughtfully, fostering a positive dialogue and demonstrating leadership maturity.

Well known India Poet and saint Shri Kabir Das has once said that critics should be close to you as they have the ability to cleanse your nature without soap & Water. However, in case of a feedback that we disagree upon, should also be handled in the same way. One needs to first fully listen to the feedback and note the specific points that seem unfair and incorrect. One needs to give data backed examples to prove that why they are disagreeing. Also, need to avoid getting personal and try to solve the issue rather discussing or being defensive.

When facing feedback that seems unfair here’s how to handle it: Listen Actively: Pay close attention to the feedback without interrupting or judging prematurely. Ask for Examples: Seek specific instances or examples to better understand the feedback’s context & rationale. Clarify Intentions: Politely inquire about the intentions behind the feedback to grasp the underlying concerns. Express Your Perspective: Share your viewpoint calmly and respectfully, offering additional context if needed. Focus on Resolution: Work collaboratively to find common ground and agree on actionable steps forward. By seeking clarification, you demonstrate openness to feedback, promote mutual understanding, and foster constructive dialogue within your team.

Practicing objective reflection can be invaluable: - Before reacting, take a moment to distance yourself emotionally from the feedback. - Assess the feedback against specific criteria or examples to determine its validity. - Try to view the feedback from the giver’s viewpoint to understand their intentions. - Extract constructive elements from the feedback that could contribute to personal or professional development. - Discuss your reflections calmly with the feedback giver to seek clarification or common ground. By approaching feedback objectively, you can transform challenging situations into opportunities for learning and improvement, fostering a culture of growth and resilience within your team.

It’s important to never lose sight of the ultimate goal - which is to understand the feedback, and take action accordingly for mutual benefit/interest. Irrespective of whether the feedback received is aligned with expectations or not, there is a way to respond, which should be kept in mind at all times. Professional decorum should be maintained, the conversation should be respectful, polite and should not lose sight of the overall objective. One should listen carefully and respond appropriately and positively - summarising the key takeaways, learnings and the plan of action.

Find common ground: Remind yourselves of the overall objective or desired outcome. Build on the positive feedback. Focus on the “why.” Discuss opportunity to improve things together in areas where goals or interests overlap.