Here's how you can overcome potential challenges in receiving feedback.

Get feedback from various sources to get a well-rounded view of your performance. This can help in validating the feedback and identifying consistent areas for improvement. Take time to reflect on the feedback before making any changes. Develop an action plan to address the feedback. Show that you value the input by making the necessary improvements and following up on the progress. Create a culture of continuous improvement by regularly seeking feedback. This can make receiving feedback a routine part of your professional development. Appreciating their effort to help you improve can foster a positive feedback culture and encourage more constructive input in the future.

? Stay open-minded and willing to listen. ? Avoid taking feedback personally. ? Ask questions to understand the feedback better. ? Focus on the feedback, not the person giving it. ? Look for useful points in the feedback. ? Use feedback to make improvements. ? Thank the person for their input. ? Take time to reflect on the feedback.

Inhalar, exhalar, ser consciente de que todo en lo laboral (y en la vida, en general) es aprendizaje. Cuando eres capaz de dejar de lado la autopercepción de ser un trabajador perfecto sin defectos ni vicios ni posibilidades de mejorar, es cuando realmente estás en una posición en la que podrás recibir comentarios de tus superiores, de tu(s) mentor(es), de tus colegas, de tus subalternos y (en el menos deseable de los casos) hasta de tus clientes, y los tomarás como perspectivas de aquello en lo que aún te falta desarrollarte, y no como ataques o menosprecios a tu trabajo, a tus habilidades o a tus capacidades.

When receiving feedback, it's vital to practice active listening. By actively listening to feedback, professionals can ensure that they comprehend the feedback accurately and demonstrate respect for the perspectives of others.

Cuando la retroalimentación sea bajo notificación previa, ten a la mano una libreta y un bolígrafo. No cometas el error de tratar de sacar tu celular para tomar notas. El celular, en cualquier reunión, es una falta de respeto para el interlocutor. Pon atención, toma nota de lo que te diga, y prepara en otra parte de la página donde estés escribiendo un espacio para que escribas preguntas que harás al evaluador (?A partir de cuándo? ?En qué momento pasó eso? ?El cliente no estuvo satisfecho? etc.); asegúrate de que esas preguntas no sean defensivas si no que fomenten la comunicación de manera que lo que tú te lleves de esa sesión sean puntos muy claros de cómo debes mejorar, y el evaluador quede con la percepción de que fuiste accesible.

The goal of analyzing feedback is to leverage it as a tool for continuous learning and improvement. By approaching feedback with openness and a structured analytical mindset, you can extract valuable insights that contribute to your professional success and personal growth over time.

Yo sostengo que no hay aportación mala (negativa o positiva) sobre tu desempe?o. Algo que tienes que desarrollar es una capacidad de ser un filtro activo de los comentarios de quien te evalúe, y para ello debes ser autocrítico y consciente de tus capacidades, tus limitaciones, pero sobre todo de tus aciertos y de tus errores. Es recomendable partir de que quien te está evaluando lo está haciendo desde una óptica de imparcialidad y objetividad. Se debe tener la "cabeza fría" al momento de recibir la retroalimentación, y una vez que tengas la oportunidad de repasar sobre lo que se te comentó, podrás filtrar de los comentarios y recomendaciones aquellos que pudieran estar dados más por opinión personal que por evaluación a tu desempe?o.

It's important to separate feedback from self-worth. Oftentimes, professionals may internalize feedback and tie it to their self-esteem. It's crucial to remember that feedback is about specific behaviors or actions and not a reflection of personal value. By separating feedback from self-worth, professionals can approach feedback with a clearer and more objective mindset.

Creating an action plan is crucial for effectively utilizing feedback. Start by analyzing the feedback to identify key areas for improvement, then set specific, measurable, achievable, relevant, and time-bound (SMART) goals. Outline clear steps to achieve these goals, such as attending workshops, practicing skills, or seeking mentorship. Track your progress regularly and adjust your plan as needed based on continuous feedback. This structured approach ensures you stay focused, make steady improvements, and ultimately turn feedback into tangible growth and success.

An effective strategy for overcoming challenges in receiving feedback is to actively seek feedback. Instead of waiting for feedback to come to you, take the initiative to request feedback from colleagues, supervisors, or mentors. This proactive approach not only demonstrates your commitment to improvement but also allows you to gain a more comprehensive understanding of your performance.

Feedback challenges us to be better versions of ourselves and we get to decide what that version looks like in the end. Remember that opinions vary so some of the feedback offered may not be applicable. Remain open to growth and know yourself well so you can determine what is applicable. Sometimes it may be that the feedback came from someone who doesn't truly see you or your efforts - perhaps they would rather you conform. It is important to notice the difference, I feel. For example, I once had a boss think I was struggling to understand when in reality, I was no longer intellectually challenge and had grown bored. There is a balance to be found I believe.