How can you use feedback to uncover your emotional blind spots?

1 Why feedback matters

Feedback is the information you receive from others about your behavior, performance, or impact. It can be positive, negative, or neutral, and it can come from various sources, such as your boss, your peers, your customers, or your friends. Feedback can help you identify your strengths and weaknesses, improve your skills and knowledge, and adjust your actions and expectations. Feedback can also help you uncover your emotional blind spots, which are the aspects of your EI that you are not aware of or that you tend to ignore or avoid.

2 What are emotional blind spots

Emotional blind spots are the gaps or biases in self-awareness and self-regulation that prevent people from seeing themselves and others clearly and objectively. These blind spots can have an impact on how we perceive, express, and respond to emotions, as well as how we handle conflict, stress, and change. Overconfidence, defensiveness, self-criticism, avoidance, and projection are some of the most common emotional blind spots. Overconfidence involves overestimating abilities and achievements while underestimating challenges and mistakes. Defensiveness involves resisting or rejecting feedback and blaming others or external factors for problems. Self-criticism involves focusing on flaws and failures, and doubting worth and potential. Avoidance is denying or suppressing emotions and avoiding confronting or resolving issues. Projection is attributing feelings or motives to others, and assuming they think or feel the same as you.

5 How to give feedback

Feedback is not only something you receive, but also something you give. Giving feedback can help you improve your EI by enhancing your empathy, communication, and influence. However, giving feedback can be difficult or sensitive, especially when delivering bad news or criticism. To give effective feedback, you need to be respectful, supportive, and clear. When preparing and planning your feedback, think about what you want to say, how you want to say it, and when and where you want to say it. Choose a suitable time and place with minimal distractions or interruptions. Gather relevant facts and examples instead of opinions or assumptions. Additionally, focus on the behavior rather than the person. Utilize the sandwich method by starting with something positive, stating the negative or constructive feedback, and ending with something positive again. This can help balance the feedback while building rapport and motivating the receiver. Be specific, concise, and factual when giving feedback. Use "I" statements rather than "you" statements. Invite dialogue and feedback from the receiver by encouraging them to share their thoughts and feelings. Listen attentively and empathetically while asking questions to clarify or explore the feedback further. Acknowledge and validate their emotions without arguing or blaming them. Ask for their suggestions or ideas on how to improve or resolve the issue. Offer your support and guidance while asking for their feedback on your feedback as well. Feedback is a valuable resource for developing your EI which can enhance your personal and professional growth. By getting, processing, and giving feedback effectively, you can uncover emotional blind spots, improve self-awareness and self-regulation, as well as strengthen relationships and performance.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?