Here's how you can navigate criticism or negative feedback from your boss without getting defensive.

It's tough to hear negative feedback but it's necessary. If all you ever hear about yourself are good things then you should be worried. Take negative feedback from your boss as an important exercise you must cultivate in order to grow. Thus, during any session where you are getting negative feedback from your boss, listen carefully and jot down points. Afterwards, Thank your boss for the feedback and ask him/her to provide feedback on how you can improve.

Navigating tough feedback or criticism from your boss without getting defensive involves active listening and understanding other perspective. Take a moment to reflect on the feedback before responding, and ask clarifying questions if necessary. Focus on the constructive aspects of the feedback and use it as an opportunity for growth.

The most important thing you can do when receiving negative feedback is to fully understand its source. If it comes out of left field and blindsides you, your reaction might differ from when it's something you anticipated. This is where emotions come into play. Take a deep breath, reflect on what is being said, and seek clarity if you're still unsure about how to correct the course or why you need to. A strong leader knows how to give critical feedback because they value you and want to see you grow and develop. Conversely, a leader who doesn't give critical feedback well presents an opportunity for you to influence them and to learn yourself. Be open with them about your desire to develop and grow, and ask for their help.

Listen to where the criticism is coming from at its most fundamental/root cause, often "the problem" is not the actual problem. Ask clarifying questions and try to separate the problem from yourself (as hard as that may be). Take on board what has value and exercise judgement in what to discard. Be clear on your worth and contribution and see how to create an opportunity out of the negativity.

It's painful when your boss criticises you for things on the job beyond your control. However, good criticism should be listened to carefully if you want to grow in your career, as certain observations have been made about you ?that you are not conscious of.

Feedback stings. It's easy to react defensively. I've been there. But here's what works: pause. Take a breath. Don't rush into a reply. Step back and think it through. Let the feedback sit for a bit. Ask yourself if it matches your own view of things. Is it useful for your goals? Reflecting first keeps you grounded and ready for a productive talk. It’s not about being passive; it's about being smart and preparing yourself for a better outcome.

Muchas veces la forma en que nos dan retroalimentación habla mucho del estilo de liderazgo de la contraparte, por lo que es importante actuar con inteligencia y estrategia en lugar de dejarnos llevar por las emociones.

It could be useful to consider other feedback or instances that have taken place in the recent past and if they are consistent with the feedback provided by the boss. Confiding with someone trusted like a coach or a mentor could also help to consider other perspectives to the feedback.

Once you’ve heard the feedback, take a moment to process it before responding. This might mean asking for some time to think things over if the feedback is complex or emotionally charged. Reflecting calmly allows you to digest the information objectively and prevents knee-jerk reactions.

If you’re feeling calm, I suggest engaging in dialogue. If not, ask to come back after digesting (gives you time to find peace and return with thoughtful questions). As you engage, - Ask clarifying questions and seek specific examples to dimensionalize the feedback. - Request support, in regular touch based, a coach or training if relevant.

I listened to the feedback. Then I asked questions. Not just any questions, but ones that dig deep. Ones that show I care. I want to understand the criticism. I want to improve. I ask for specific examples. I ask for ways to fix what’s wrong. This isn’t just about me; it’s about getting better together. When we talk, it’s a two-way street. This kind of dialogue helps avoid future issues. It’s more productive. It’s real. It shows that we’re in this together, working toward a common goal. And it makes all the difference.

Siempre será fundamental que la comunicación se de en doble vía, por lo que luego de escuchar a tu contraparte seguro tendrás la oportunidad de aclarar tus inquietudes o solicitar información adicional que te permita identificar por qué se están emitiendo diferentes opiniones frente a tu desempe?o o frente a un trabajo en particular.

When you’re ready to respond, clarify any points that are unclear by asking specific questions. This shows that you are engaged and committed to understanding the feedback fully. It also helps to ensure that you are addressing the actual issues raised rather than your interpretations or assumptions about them.

Feedback matters. Even when it's tough to hear, acknowledging it is key. You don't have to agree with everything, but recognize the valid points. This shows you're open to growth and respect your boss's perspective. It's not about conceding, but about considering what can be improved. This approach builds trust and demonstrates your commitment to getting better. It's about fairness and a willingness to adapt. Acknowledging feedback isn't about losing; it's about winning through growth and trust.

Siempre es importante agradecer a tu interlocutor por generar un espacio de retroalimentación, ya que esto demuestra de todos modos, que le interesa comunicarse contigo y darte la oportunidad de compartir tus puntos de vista.

It’s important to acknowledge the parts of the feedback that are fair and valid. Even if you don’t agree with everything, there’s usually some truth that can be acknowledged. This can demonstrate your openness to learning and growth, which are valuable traits in any leadership role.

An important part of the process is to share the view from your chair based. In other words, share with the person giving you the feedback the key elements you are taking away, what you hear they want/need from you and then tell them what they can count on you for in that moment. That may be to go away and in 24 hours come back with your plan. I caution folks who want to jump too quickly to action plans as it takes our brains some time to collect thoughts and solve for the problems/issues presented. So acknowledge what you heard, ask for clarification if needed, and negotiate for a return to the conversation the next day or later in the day with your plan. Remember, your boss has played this out in their head, it's ok for you to need time.

Got feedback? Time to act. Figure out the key steps to address the issues raised. Draft a clear plan. Show you're serious about improving. Share your plan with your boss. This isn't just about fixing problems; it's about showing you care and are proactive. Seek their support. It shows you're committed and ready to grow. No fluff, just action. Simple steps, real changes. That's how you turn feedback into progress.

Es muy importante indicar si ya tienes un plan de acción en marcha, esto demuestra tu interés genuino en resolver los problemas de raíz y aprender de los errores.

Develop a clear, actionable plan to address the feedback. This might involve setting specific goals, seeking additional resources, or adjusting your approach to certain tasks. Presenting a concrete plan shows your boss that you take their feedback seriously and are proactive about making improvements.

After implementing your action plan, follow up with your boss. This could be through a formal meeting or a simple email update. Following up not only shows that you are accountable, it also provides an opportunity to discuss the progress you’ve made and any further adjustments that might be necessary.

It is important to own the plan of action and be pro-active in following up on it. As a rule of thumb, it could start with more frequent updates (e.g. once every 2 weeks) to begin with and then gradually lower the frequency to once a month or longer, based on consensus with the manager.

Be grateful for feedback, especially constructive feedback. It means somebody took the time to help you improve, and you’d beter do something with it!

Navigating negative feedback from a direct report requires addressing it with facts and clear, simple points. Often, leaders are removed from your daily work and capabilities. Provide them with reassurance without endorsing negative behavior. Remind them of your skills and why you were hired, emphasizing that revenue is the ultimate priority. Consistently breaking records and performing well will shift their perspective over time, highlighting the value of your efforts. Ensure the relationship is positive and mutually beneficial for sustained success.

Remember your manager may have had no training to be in their position as a manager and were promoted there purely because of their technical expertise .

As someone in a managerial role, you must understand the complexities of constructive feedback. To provide constructive feedback, you must convey it in an educational way.

When my boss gave me negative feedback, I felt defensive but chose to stay calm. I listened carefully to understand their perspective, asked clarifying questions, and thanked them for the input. I then took time to reflect and develop a plan for improvement. - Stay calm and listen carefully. - Ask clarifying questions to understand better. - Thank your boss for the feedback and develop a plan. In conclusion, handling criticism with a calm and open mindset can turn negative feedback into a valuable learning experience. This is actually a personal experience for me.