Here's how you can navigate feedback that professionals disagree with.

Feedback, uma habilidade a ser buscada a todo momento. Sempre ir?o existir aqueles que n?o concordar?o com seus retornos a eles, porém sempre dê. E da mesma forma sempre ou?a com aten??o um retorno dado a você sobre qualquer atividades e circunstancia. Ouvir atentamente é uma outra habilidade que temos que aprender, ouvir sem julgamentos, pois algo que nos é falado pode n?o fazer sentido no momento presente, porém eu uso uma estratégia que chamo de caixinha de pe?as, coloco tudo que ou?o ali, e depois de algum tempo eu consulto para ver o lugar que se encaixa e assim formando a imagem que faz sentido ao retorno que recebi.

Navigating feedback that professionals disagree with requires finesse and professionalism. Maintain an open mindset, and acknowledge diverse perspectives. Listen actively to understand the rationale behind the feedback, even if you disagree. Seek clarification and ask questions to gain insights into the other person's viewpoint. Refrain from becoming defensive or dismissive, instead, express gratitude for the feedback and demonstrate a willingness to consider different views. If necessary, suggest a constructive dialogue to explore the differences further and find common ground. Ultimately, aim to approach feedback with humility and a commitment to continuous improvement, leveraging disagreements as opportunities for growth and learning.

Allow the feedback giver to express their views fully without interrupting. Show that you are listening by nodding and maintaining eye contact. Keep your emotions in check. Avoid becoming defensive or argumentative, as this can escalate the situation. If the feedback is unclear or you disagree with specific points, ask for examples or clarification. This helps you understand the feedback better and shows that you are taking it seriously. Acknowledging their perspective demonstrates respect and professionalism. Emphasize any shared goals or interests that both you and the feedback giver have. Regardless of the outcome, maintain a professional demeanor. Avoid letting disagreements over feedback damage your working relationships.

Navigate feedback that professionals disagree with by first understanding the rationale behind their perspectives and considering if there are valid points worth addressing. Approach the situation with an open mind, seek clarification, and engage in constructive dialogue to find common ground or potential compromises. Ultimately, focus on maintaining professionalism, respect, and a willingness to learn from differing viewpoints to foster a positive and collaborative work environment.

Active listening is a crucial skill in the life of a leader and in the world we live today. Most of the times we do not pay attention to what people are saying and we put our feeling and judgment in front of us. Unfortunately this only puts people off and in defensive mode. Try to dictate yourself from the situation, listen the person in order to understand their feeling, showing that you care about them, their ideas, their point of view, their thoughts, their lives.

Taking time to reflect is really important. No feedback, positive or negative will go down fast enough to be understood. To take time apart to understand how the positive was positive and the negative was negative. Think about ways to improve and make yourself better in what needs to be improved and if you dont know how, no problem, seek help, that is not an issue at all.

When faced with feedback that contradicts your views, engage in objective reflection. This means momentarily setting aside personal feelings to critically analyze the feedback. Assess its intention, relevance, and how it might positively impact your performance. Ponder the potential truths within the feedback and any possible misunderstandings that may need addressing. This practice of detached evaluation not only facilitates personal growth but also ensures a thoughtful response, thereby reinforcing your credibility and effectiveness as a leader.

Once you've listened, take time to reflect on the feedback objectively. This means setting aside personal feelings and biases to evaluate the information based on its merits. Consider the feedback's intent, relevance, and potential impact on your work or behavior. Is there a kernel of truth to what's being said? Could there be a misunderstanding that needs clarification? Try techniques like journaling or discussing the feedback with a trusted colleague to gain a more objective perspective. Reflecting objectively can help you sift through emotions and identify actionable items that may benefit you in the long run.

Make sure you understand what is being said. In order to be an effective communicator, it's important to make sure you understand what is being said. This means taking the time to listen and ask questions if needed. It also means not speaking until you are sure you understand the other person's point of view. If you can do this, you'll be able to communicate more effectively and build better relationships. Good communication is not just about saying the right words, it's also about understanding what the other person is trying to say.

Seeking clarification with open questions like 'how so' or 'tell me more' is a useful wau to explore the other persons view in a polite and respectful manner. This often allows them to tell you more about their experience, professional knowledge and perspective that might help you recalibrate your viewpoint to include these considerations further and more importantly learn where they are coming from in this disagreement

Navigating feedback that professionals disagree with involves seeking clarification. After reflecting on the feedback, ask for specific examples or detailed explanations of the points raised, ensuring a better understanding. Seeking clarification demonstrates your genuine interest in improvement, fostering constructive dialogue and reinforcing mutual understanding and respect. By actively engaging in conversations about feedback, you promote professional growth and create a culture of continuous development.

Seeking further explanation when we find ourselves at odds with the feedback we receive is important for growth and understanding. This approach aids us in gaining a better understanding of the feedback but also demonstrates our commitment to personal growth. Asking for specific examples can help in this process because then you know how to address the feedback constructively.

Sempre há o que aprender olhando pela ótica de outra pessoa. Nunca descarte um conselho ou pux?o de orelha, avalie o impacto, pe?a esclarecimento e veja o que de pior poderia acontecer e o que pode tirar de valia da conversa. Novas vis?es pode colocar você em uma perspectiva de crescimento que apenas o outro estava vendo.

When receiving feedback that initially seems incongruent with your views, critically analyze its potential impact on your professional trajectory. Deliberate on whether the feedback, despite your initial disagreement, could enhance your skills or open new pathways for growth. This reflective process involves considering how adopting certain suggestions might align with or advance your long-term objectives, potentially revealing hidden benefits. By objectively evaluating feedback in the context of your career aspirations, you can uncover valuable insights that fuel development, demonstrating a mature and strategic approach to personal and professional growth.

When you're ready to respond to the feedback, do so with respect and professionalism. Whether you choose to accept, reject, or compromise on the advice given, your response should be thoughtful and articulate. Acknowledge the effort it took to provide the feedback and express your appreciation for it. A respectful response fosters a positive environment for future exchanges and shows that you're a leader who values constructive dialogue. If you disagree with some aspects of the feedback, seek clarification and explain your perspective. You can also offer alternative solutions that address the core concern.

Just because you don't like what you hear now, you need to think long term. Your objective is not to hear 'yes' all the time, every time, but to have different opinions and viewpoints to ponder and consider before you make a decision. If your objective is to have valuable feedback coming your way, you need to cultivate your sources. Make sure that they are not discouraged when you ultimately reject their feedback and act otherwise. You want them to recognize that you took their feedback into consideration precisely because you value their expertise and then justify your decision to them, even if you feel you don't need to. Let them understand your reasoning and decision-making process.

When navigating a disagreement on feedback, I normally leverage the "dialectical inquiry" technique. Imagine a seesaw – we explore both sides of the feedback coin. First, we validate the recipient's perspective, acknowledging their reasons for disagreement. Then, we gently introduce the opposing viewpoint, using specific examples and data (if applicable) to build a compelling case. This helps build a safe space for open dialogue, where the coachee can re-evaluate the feedback and, most importantly, potentially discover a valuable "third way" forward.

For a disagreement, there has to be a common topic on which you both disagree. Start there. Start from where you both agree. Let them explain. Be quiet. Listen. Then ask questions to clarify, that counter-suppose, and help them present evidentiary support. Walk them through questioning, and then speak finally.

To start with, one's viewpoint is valid to them. It's very important to balance confidence and openness here by trying to find any commonalities in the feedback while trusting own judgement and valuing the other's perspective (which is also unique and valid to them). One of the top advices I was given in this regard is "always think about the reason behind each part of the feedback". Healthy-and-balanced critical thinking is crucial to navigate disagreements.

Todo feedback é valioso, mesmo aqueles que n?o temos tanta empatia(rssss). Somente ouvindo e vivendo experiências é que podemos melhorar a cada dia. Mesmo que seja 1%. Obtendo retorno de pessoas melhores e que sejam profissionais bem posicionados no mercado, podemos receber conselhos rápidos e ajustados, que talvez levariam anos se fossemos aprender sozinhos. Ent?o, Feedback mesmo que n?o concorde com ele, entenda que ele é um remédio amargo que pode gerar cura em um futuro próximo.

Active listening with open mind and without any inhibitions is the way forward. Any decision is based on facts, data analysis and benefits it accrue to the organisation or business. Evaluate, reflect on analysis, seek additional inputs for deep dive into insights, communicate respectfully, find a common ground, implement but with constant input from multiple sources of feedback, mid course correction and wisely then implement.

I always coach people to consider that everyone else is "the hero of their own story." Fighting with someone giving you feedback tends to be unproductive. Look at the feedback, even the things you disagree with, as an opportunity to better understand your boss or colleagues and their priorities. Why are they giving this feedback? What are their concerns? How can you help support them in accomplishing their goals?