What do you do if you receive feedback that challenges your perspective?

My wife is a psychologist and she taught me a very powerful concept. When the other person is speaking, really concentrate on what is going on behind the words. We get caught up in the detail, in the "he said, she said". That can lead us to try and rebut or challenge the small things, rather than taking in the big picture. It likely is not about "the one time you interrupted me in a meeting" it is much more likely to be "fundamentally I don't think you respect me". Our job as listeners is to really concentrate. To reign in our own desire to interject and genuinely try and understand where they are coming from, what they are trying to say, and what it means to them.

Listen actively and engage team to give freely the feedback. Post listening feedback is made constructive and than acknowledged to team member which gives clarity to both party with conclusion in same.

When feedback comes your way, the first step is to listen fully without interrupting or getting defensive. This allows you to fully understand the perspective being presented. Active listening involves paying attention, not just to the words, but also to non-verbal cues like tone and body language. By showing that you value the other person's input, you foster a culture of open communication and mutual respect, which is essential for maintaining a motivated team environment

Get curious and listen more again asking more questions to fully understand the feedback and then agree or disagree. The first reaction is to react by answering but I rather take a step back and get full perspective. This reaction helps me to learn and add new information to my mindset.

It's a gift to receive feedback, but don't get emotional. Some feedback is constructive, and some is just noise. There is no need to judge in the beginning. Take it in. Ask for clarifications and have the specific example described.

When receiving feedback that challenges my perspective, I believe in taking a step back to reflect objectively. It's crucial to detach personal feelings and evaluate the feedback based solely on its merits. This approach allows for a more constructive analysis of whether the feedback holds validity and how it can potentially enhance my perspective or approach. The reflection period provides the necessary space to process the information without the pressure of an immediate response, enabling me to consider the feedback more thoughtfully.

Reflect objectively: Your point of view you already have it, if you are open to others points of view, the only risk you will have is the risk to learn something new. To be open minded makes you wiser, stronger, a bigger thinker, that in other situations in the future, you will use to solve problems or answer questions. I only see a positive outcome from listening other point of view.

Love when this happens , i did not always like it. My natural reaction now is curiosity and an opportunity to reflect. I have also learnt to take nothing personally , sometimes and often other peoples perspectives actually have nothing to do with us. But if an opinion makes me uncomfortable that is when i get really excited because now that is an opportunity to examine the why , why does this perspective make me uncomfortable.

Take time to process the feedback received without bias or defensiveness. Consider the validity of the points raised and how they align or contrast with your current perspective.

Once we have received the feedback, we need to take time to synthesize, reflect and assess whether the points are truly valid. That means putting our feelings and emotions to side and being as objective as we can. Perhaps none of it is valid, maybe part of it is valid, or it has a lot of validity to it.

This is a very important aspect in feedback, some times you need to filter out the emotions of the feedback. You need to absorb it as a third person and seek clarification to be more clear to derive actionable insights. you will never be 100% clear as the feedback comes from the person's individual experience with you, it cannot be related to the whole world. Do ask as many questions as you can to be very clear or relevant. i.e My left or Your left??- ask any question be clear before taking any actions.

Seek to understand. No one of us has all of the answers, but if we can be humble, ask questions for clarification, and be grateful for the feedback, then I believe meaningful change can occur.

Seeking clarification not only bridges understanding gaps but also fosters an environment of open communication and trust. This approach encourages team members to voice their concerns and questions without fear of judgment, leading to a more cohesive and motivated team. It's a critical step in ensuring that feedback leads to constructive outcomes rather than misunderstandings or resentment.

I think receiving feedback that challenges our perspective is an opportunity for growth. I would carefully consider the feedback, reflect on my perspective, and evaluate whether there are valid points to incorporate into my understanding. It's important to approach feedback with an open mind and a willingness to learn from different viewpoints.

You cannot always be Right!, always seek clarification to clear out the ambiguities and understand what the third person wants. For that practice some of the common things Listen Fully Reflect Objectively Seek Clarification

As sales professionals in the hospitality industry, we must value feedback as a catalyst for growth. When receiving feedback that challenges our perspective, we should analyze its relevance by considering the source, context, and potential impact. We must also pay attention to assess its applicability, look for patterns, and prioritize areas for improvement. By embracing feedback, we at The Oberoi Hotels, continuously refine our strategies to exceed guest and our travel partner’s expectations.

Well, i would love to analyze such feedback and i dont mind critisicism, as sometimes it realy helps to know what are the areas that needs to be improve. I always respect such feedbacks, so my action plan will be to check and see in which way the reaction came from and according to that i will see how to convert such negative feedback into a positive one.

Assess the relevance of the feedback to your goals, objectives, or the situation at hand. Determine whether the perspectives offered present valuable insights or require further evaluation.

I learned at an early stage of my career that not all feedback is useful. Often feedback is delivered out of frustration or anger and may not benefit me. However equally it's important to be a good feedback receiver and breaking down any negative language to pick out any golden nuggets that may be sandwiched in-between some negative behaviour.

Receiving feedback that challenges your perspective by analyzing relevance is an opportunity for growth. First, listen actively without defensiveness. Being a leader people do get defensive when questioned rather Understand the reasoning behind the feedback and consider its validity objectively. Reflect on how the feedback aligns with your goals and values. If it brings new insights, be open to adjusting your perspective. Engage in constructive dialogue to clarify points and seek common ground. Use the feedback to refine your thinking and decision-making process moving forward.

Actions taken are more important than just keeping being open in communication.. Start with small improvement, scheduling the tasks, join the practitioner group. its says Fake it, Fake it, until you become it. For communication I recommend join toastmaster international

If the feedback received is insightful, we should then develop a course of action to make changes accordingly. This demonstrates to everyone that you are willing to accept feedback if it indeed is valid and do something about it. Relationships are enhanced when people feel free to provide their own feedback and be willing to receive feedback from others.

If the feedback received is valid and constructive, the next step would be to carefully consider their suggestions and incorporate them into your development plan or management strategy. This might involve adjustments to work strategies, flows, or even lifestyle . It's important to follow up with the the person who shared the feedback to discuss any changes made and to monitor progress closely.

Develop a constructive plan of action based on the feedback received. Consider how you can integrate valuable insights into your perspective or adjust your approach accordingly.

Feedback is a valuable tool for growth. It can provide a new perspective and help identify areas for improvement. Having a specific plan with a timeline and holding yourself accountable can help you leverage feedback and achieve personal and professional growth...

- Listen to understand, not to reply. It's important to be a recipient in this process. - Reflect on the feedback, analyze it and understand the source of it, ask for more details and specific examples if needed. - Put yourself in other people's shoes and try to shift your point of view into what they are perceiving. - Use the feedback to learn and grow, whether it comes from the right place and needs a corrective action from your side, or whether it is just noise that needs to be disregarded.

While considering feedback, maintain awareness of your own values, beliefs, and objectives. Balance the insights provided by external perspectives with your internal framework to make informed decisions.

#6 Is important as feedback is someone else’s perception. It is their truth and important to understand. Challenge yourself to decide what deliberate actions you will take to incorporate the feedback and help constructively change the future perceptions.

Feedback is a powerful tool for transformation. It requires maturity to listen to criticisms and evaluate them calmly and clearly, discerning what can be useful to improve performance and achieve goals. Filtering what truly matters makes all the difference, as it's essential to perceive an impartial assessment, free from personal bias. After this careful analysis, it's possible to develop an action plan to implement necessary changes. For leaders, receiving feedback from their subordinates can be transformative for the entire team.

Plan of action is always required when some challenges your perspective which not only open to get better results but also helps in finding improvement area.

Receiving feedback is an opportunity for growth especially when it is challenging one with a different perspective as long we approach it with an open mind and a genuine desire to consider different views. It is important to listen carefully, ask questions, clarify, reflect and evaluate objectively to formulate an opinion that could stem from your views or is align with the different views you were exposed to or it maybe something new that reflecting and using the feedback objectively helped you realize. Once you shape your opinion, respond constructively, express gratitude for the feedback, share your thoughts and invite open feedback. Sometimes it can be challenging for you to process alone, seek mentorship.

Evaluate the credibility of the source providing feedback. Compare the feedback received with other perspectives and information available. Determine whether patterns or recurring themes emerge from multiple sources of feedback. Recognize the potential for personal growth and development through embracing diverse viewpoints. Communicate gratitude for the feedback received, fostering a culture of open dialogue and continuous improvement.

One of the things that I always try to remember is that a view on feedback is not necessarily binary. It is not my perspective against someone else's. It is rather a collaboration to look at whatever needs to be adjusted to allow for a more positive interaction. Asking questions to understand and then focusing on the goal of the relationship can help to take the sting out of something that can feel like a personal attack, and instead move into a place of objective problem-solving.

Sometimes, you don’t easily understand feedback as it is meant. It might occur that your first interpretation is “criticism”. Take a step back and ask yourself: what is the person’s intention, her/his attitude towards you? What was the occasion of the feedback? And in a second step: why did I react the way I did? Helpful questions when trying to get the constructive parts from a feedback.