Here's how you can seek feedback and guidance from others after facing failure.

Seeking feedback after a setback requires embracing humility as your greatest companion. Admitting you lack all the answers and showcasing openness to learn fosters an environment conducive to growth. Approach colleagues, mentors, or peers with sincerity, requesting their insights on specific situations and outcomes. This vulnerability not only demonstrates dedication to self-improvement but also invites candid opinions and genuine advice, fostering authentic dialogue and fostering mutual growth.

I once made the error of saying something that offended a leader I was working with. We had enjoyed a very good working relationship up until this 'event' but afterwards he avoided talking to me or even being near me in the office. This made me feel uncomfortable and ashamed. I sought the guidance of a mentor who had worked with this leader before, who suggested these 4 steps: 1. Don't fear the outcome. Nothing can be worse than the way you feel now. 2. Let them know how you feel and that you seek feedback to help you learn and grow. 3. Ask them to explain how they feel and listen to understand, not to answer. 4. Propose some next steps based upon what you have learned and plan a follow-up review Afterwards, we could work together again.

Reflect on the Experience: Before seeking feedback, take some time to analyze what happened and identify any areas you believe need improvement. Approach the Right People: Choose people who are supportive and constructive. Be Specific: When asking for feedback, be specific about the areas you want feedback on. Be Open and Receptive: Avoid being defensive. Understand that the goal is to learn and grow. Ask Open-Ended Questions: Encourage detailed responses by asking open-ended questions. Create an Action Plan: Based on the feedback, create a plan to address the areas of improvement. Follow Up: Keep the feedback loop open. Learn from Others: Learning from others' experiences can provide additional insights and strategies.

Facing failure was tough, but I saw it as a chance to grow. Reflecting on what went wrong, I sought feedback from trusted mentors, peers, supervisors, and even my staff for unbiased perspectives. I prepared clear questions, explained the situation briefly, and listened actively. Their insights were invaluable, and I asked follow-up questions for clarity. Using their feedback, I set goals and created an action plan, with regular check-ins to stay on track. My team's honesty and support were especially touching. Embracing failure as a learning opportunity transformed my journey, turning setbacks into steps toward success

There is no such thing as failure - only learning. How does the perspective of ‘failure’ improve people’s sense of self- it only serves to corrode and negatively impact a persons self esteem and confidence. It is more helpful to focus on what has been learnt and what you will do differently next time. What’s done is done and then it’s about how you move forward from what didn’t work out and learn from any mistakes.

The natural reaction is to seek advice from friends. However, the best advice often comes from adversaries. Reach out to your opponent and express that you value their opinion and would like their insights. Not only will you gain more valuable perspectives, but you might also transform them into allies!

Reality -- If you haven't made mistakes, you haven't been growing. Today we need to lean into those moments to learn from them. The result will be the experience that helps you make better decisions in the future. Sometimes our timid selves want to run away from the stumble or hide it as much as possible. This growth mindset helps us expand our impact and also attract colleagues and mentors who see our willingness to grow.

Selecting individuals capable of offering constructive feedback is a significant stride toward progress. These individuals may encompass mentors, managers, or seasoned colleagues who have closely monitored your work and possess valuable insights. It's essential to evaluate who among them has the requisite expertise and understanding to serve as a mentor for your improvement journey. Schedule meetings with these chosen individuals to engage in discussions about your circumstances. For example, if project management poses challenges, seek guidance from a senior colleague renowned for their organizational prowess and track record of successful project completion.

Something that has worked for me is to seek out advice or mentorship from individuals who are currently working in the position you are interested in. Asking someone you might not know well to help you on your journey isn’t easy but that kind of support is exactly what it takes to find success. Usually the networking value alone is worth everything.

I used to be very shy about asking for input from people I admire. Then I got over it because I realized how much I need others to reflect me back to myself. We're in together. I have coached many smart accomplished people who feel just as vulnerable as beginners when it comes to growth edges.

I read recently that people often feel hesitant offering feedback, but are more open to offering advice. One way of inviting input could be to ask, "What do you think I could do differently the next time?"

Die Regel, auf ein Feedback nicht direkt zu reagieren, kann missbraucht werden, um jemanden ?zum Zuh?ren zu verdonnern“. Wenn Sie sich essenziell missverstanden fühlen, sollten Sie dies auch ?u?ern dürfen. Umgekehrt steckt im ?sacken lassen“ aber auch die Chance, dass Sie den Kern des Feedbacks mit etwas Zeit eher an sich heranlassen k?nnen, wo zun?chst vielleicht spontan der Impuls entsteht, sich zu rechtfertigen.

Misserfolg ist ein Wort, dass negativ klingt. Das englische Wort "Lessons learned" ist viel positiver ausgerichtet, auf die Zukunft und was k?nnen wir genau daraus mitnehmen um n?chstes mal noch erfolgreicher zu sein. Es war doch selten alles umsonst. Ich verwende daher diesen Begriff. In einer offenen Kommunikation teilen wir in Teams das Feedback nach der Regel 1. Was lief gut und 2. was k?nnen wir besser machen. Und wir nehmen uns immer Zeit, das nicht nur zu besprechen sondern versuchen, Ma?nahmen zu etablieren, wie wir es n?chstes Mal besser angehen, um nichts zu übersehen. Also Mut zum Feedback in der Runde, oder auch im 1-2-1, wenn es die Situation hergibt.

I like receiving the constructive feedback from my mentors and co workers instead of getting sugar coated appreciation. I used to accept that the sandwich feedback is good but I later found out that when it comes to some critical things or decisions to be made, sandwich feedback sometimes misleads me to the different directions. Hence in our daily life and in career, constructive feedback is highly important of course how one articulates or gives the feedback with the right tones and language matter.

Be Specific: Address specific actions or behaviors rather than making it about the person's character. Be Timely: Feedback is most effective when given shortly after the behavior or event in question. Be Objective: Avoid letting emotions color your feedback. Present the facts as objectively as possible. Use the "Sandwich" Method: 1) Begin with positive feedback to set a constructive tone. 2) Offer your suggestions for improvement in the middle. 3) Conclude with positive reinforcement or encouragement. Focus on Improvement: 1) Offer practical suggestions on how the person can improve. 2) Show that you are willing to help and support their development. Be Respectful and Empathetic: Acknowledge the person's efforts and challenges.

Considering failure/mistake as an avenue for learning and uphold a positive, growth-focused attitude. Acknowledge and commemorate incremental advancements and triumphs to sustain motivation. Maintain a journal to record your journey, encompassing the feedback assimilated, actions implemented, and enhancements discerned. This method reinforces constructive changes and fosters ongoing personal and professional growth. For instance, upon adeptly overseeing your subsequent project with enhanced communication and time management, chronicle the strategies employed and the resulting achievements, rejoicing in the milestones reached.

Feedback hat in dieser Phase ja immer etwas freiwilliges. Daher k?nnen Sie auch selbst entscheiden, welches Feedback oder welche Teile des Feedbacks Sie annehmen oder auch nicht. Niemand kennt Sie so gut wie Sie selbst. Daher k?nnen Sie auch am Besten entscheiden, was gut und hilfreich für Sie ist.

When receiving feedback/criticism/suggestion, it is essential to look at the few areas to measure change or improvement: - What specifically needs to be done to make a difference? - What is the priority of the action/change? - What is the success measure (how will you know if it is a success or on the right track)? - What resources are required to achieve the desired outcomes? - What are the anticipated risks or derailers that we can prepare for?

Besprechen Sie die Kritik / das Feedback mit einer Person, die nicht an der Situation beteiligt war und von der Sie eine ehrliche und zugleich wohlwollende Einsch?tzung erwarten k?nnen: ?So, wie Du mich kennst… - was denkst Du, sollte ich mir zu Herzen nehmen oder es berücksichtigen? - was denkst Du, sollte ich eher mit Vorsicht betrachten? - was m?chtest Du mir noch mit auf den Weg geben?

Sometimes my defenses come up regardless of how open I think I'm being. That's when I try to discern if it is my stuff, or because the advice doesn't ring true. Once I had said something in response that I later had to admit was my shame speaking. I went back to that person and apologized and it became a great learning for both of us. Often people try to stuff their shame because it's so uncomfortable. However, healthy shame is remorse. It's the emotion that tells us we're not perfect, we make mistakes. Owning it is empowering. !

One time at work, I received negative criticism from a client and for a moment, I questioned my skills and abilities. I was however able to turn that around by learning from the criticism and working on my shortcomings. I list down the items I needed to improve on and started working on them one at a time. I did this by reading articles and books and watching videos that addressed the issues. In the face of adversity or failure I ask myself: "What is the universe trying to teach me here?"

Das Streben nach Entwicklung und Verbesserung der eigenen Wirkung soll und darf seinen Platz haben in der professionellen Welt, in der Sie schlie?lich bestehen und sich bew?hren müssen. Zugleich steckt darin - bei übertreibung - die Gefahr seelenloser Selbstoptimierung. Was hilft es dem Menschen, wenn er dabei seine Authentizit?t verliert und seine Seele Schaden nimmt? Graf Dürckheim spricht vom ?doppelten Auftrag des Menschen“: die Welt zu gestalten im Werk und zu reifen auf dem inneren Weg. Das scheint mir in diesem Zusammenhang ein sch?ner Leitgedanke für die pers?nliche Entwicklung.

Nicht jedes Feedback ist dafür geeignet, es in einen Aktionsplan zu überführen! Gerade pers?nlichkeitsnahes Feedback sollte seine Zeit zum ?Nachreifen“ haben: durch weitere Selbstbeobachtung und -Reflexion k?nnen Sie bewusster entscheiden, an welchen Stellen Sie sich weiterentwickeln wollen. Ein Ergebnis dieses Nachreifens kann ebenso die Erkenntnis sein, besser zu sich stehen zu k?nnen im Sinne von ?ja, so bin ich!“

Reflection after failure is good. Reflection at all times, a relentless self-examination, is the far better discipline to develop. And best of all is doing it in a community with others. Not only do you gain some life traveling companions, you have k going opportunity to learn vicariously.

I highly recommend locking in a time slot in your calendar ahead of time. In my experience dealing with various levels, many professionals and teams make the common mistake of leaving the reflection to "when-we're-free" or "at-a-later-time" and it didn't happen. Avoid scrambling for a last-minute reflection as it mostly adds stress to the people involved.

Understand that failure is the opposite of success and one cannot exist without the other. No one ever has only success. Both are experienced throughout life so therefore be prepared and willing to fail and use the lessons from failure to progress towards the desired success.

Elon Musk, the famous entrepreneur, has stressed the importance of failure in the world of innovation. He has pointed out that a lack of failures can indicate a lack of innovation. Failure is a necessary part of the journey towards success, creativity, and innovation for individuals, organizations, and ideas. It is important to not be too harsh on oneself when faced with failures. Tavis Smiley, a well-known figure, encourages people to embrace failure and learn valuable lessons from it. He believes that failing upwards is crucial for achieving eventual success. Therefore, it is essential to learn from failures and continuously work towards improvement.

Experiencing failure is tough. It may lead to depression if you keep thinking and questioning yourself why it happened. In addition to accept the situation and take the lessons learned, you may need someone who can help you to understand your situation and encourage you to move forward. Regardless the feedback you receive, it’s up to you choose the feedback that inline with your expectation and never be defensive when the feedback against your wish. Set a positive perspective and think about what other people say is to help you. The best way to get a constructive feedback is talking to people whom you know them well and vice versa. Yet, when you feel uncomfortable bothering them, find an expert. The choice is yours

Beyond maintaining humility after experiencing failure, it's crucial to recognize the power of vulnerability. In our community, vulnerability is often perceived as a weakness, largely because we haven't learned how to balance it without portraying ourselves as victims. In many conflicts, the focus shifts to individuals trying to prove they are right, with neither side willing to concede. This results in unresolved issues and heightened emotions, as no one wants to appear vulnerable. I believe it's essential to raise awareness about vulnerability as a strength. Understanding and embracing vulnerability can lead to more authentic communication and effective conflict resolution.

After facing failure, seek guidance with emotional readiness and a growth mindset. Prepare specific questions and gather diverse perspectives from mentors, peers, and colleagues. Share context, listen actively without defensiveness, and choose focused moments for feedback. Look for patterns in advice and combine them with your insights. Follow up on suggestions and track progress. This process is about growth, not judgment. Blending external input with self-reflection creates a comprehensive approach to learning from failure. This strategy helps you adapt, improve, and turn setbacks into stepping stones. Embracing this process builds resilience and skills for future challenges, transforming failure into an opportunity for development.