You receive harsh criticism from a supervisor. How can you transform it into a catalyst for personal growth?

Following the APR (Awareness, Pause, Reframe) technique has helped me develop a positive mindset in moments that can act as triggers. Being aware of your triggers and how they make you feel is the first step towards growth. Let's say, I make a big mistake during a presentation and now I feel embarrassed and defensive in-front of everyone. This is a trigger which I need to be aware of in order to deal with myself in the situation. Since I know how I feel, I can pause for a breather, accept the situation and act appropriately.

Reconocerse que en algún momento te has podido equivocar es normal y normal es también recibir una crítica de tú superior , siempre es importante escuchar y hacer reflexión de lo sucedido con tranquilidad.

As it is well said, "Nindak neare rakhiye aangan kuti chhavay, Bin paani sabun bina, nirmal kare subhay." Meaning: Keep your critics close, shelter them in your yard, Without water and soap, they help cleanse your character. Do you feel angry when someone or your senior criticises your work? If yes, then let the corporate world be. If you can't handle failure, you can't handle success either. But if your answer is "NO," then the first thing you need to do is thank your supervisor. They are the person who is your first step to success.

La mentalidad lo es todo. Recibir retroalimentación por parte de nuestros líderes, siempre será un desafío. La clave radica en mantener una mentalidad abierta, un fuerte autocontrol de nuestras emociones. Para alcanzar esta meta, se requiere trabajar de manera constante en el autoanálisis, solo de esta manera podremos ser capaces de identificar con claridad nuestras áreas de oportunidad y trabajar en ellas para mejorar, también fortalecernos en la autogestión de emociones para manejarlas a nuestro favor, demostrando tanto a nuestros líderes somo a nuestros compa?eros de trabajo que somos capaces de salir fortalecidos de situaciones que pueden ser difíciles y complejas y que implican trabajar arduamente en la mejora continua.

This scenario asks how I would handle 'harsh' criticism, not constructive criticism. Criticism, of any kind will probably arouse strong emotions, no mayter how developed one is. So first, I would srep away to sort out how I feel, maybe call a trusted friend outside of work. Secondly, I'd sort out whether there's a growth/ course correction opportunity there for me, no matter who the crticiser is, and what, if anything I need to be responsible for ( not blame, but cause in the matter of my work). Third, I'd sort out if that's usual/ unusual behavior on their part. Fourth, I'd sort out if having a follow-up conversation with that person would be helpful.

With my experience, I believe it is crucial to have clarity about the situation that led to the supervisor's criticism. In our constantly changing world, we often forget that it's people who make the job possible. Understanding the situation allows me, as a leader, to see the world from the supervisor's perspective and identify areas for management improvement. For me, listening is one of the most important skills of a leader. Whenever someone speaks about a situation, it is essential to pause, understand the details, and listen attentively.

Pretty simple. !!Don’t take it personally!! Ask clarity and details, reflect, learn from your mistakes and move on. Nobody’s perfect

One thing I found helpful when faced with harsh criticism, it's important to understand exactly what your supervisor is conveying. Ask for specific examples to clarify their points and ensure you're both on the same page. This will not only show your willingness to improve but also help you pinpoint areas that need attention. Clear understanding paves the way for targeted personal growth and prevents the same issues from recurring.

by initiating a constructive dialogue to better understand the feedback. I might schedule a follow-up meeting to ask specific questions about the areas needing improvement and gather concrete examples. By seeking specific details and clarifications, I transform criticism into a catalyst for personal growth. This approach allows me to pinpoint areas where I can enhance my skills or approach, enabling me to learn from the feedback and take actionable steps towards improvement. Ultimately, it helps me strengthen my leadership abilities and positively impact my team's performance.

The first practice is to learn not to take things personally. When we observe ourselves regularly, we can more easily understand if what others are saying is a projection of their own emotions or a fact. This also creates space for empathy, allowing us to put ourselves in the shoes of others.

La perfection n'existe pas et même si vous vous dites que votre superviseur a tort, en réalité à y regarder de près il peut y avoir une part de vérité, voire une part incomprehension de vos actions/attitues. C'est alors à vous de pouvoir accepter vos imperfections, voire de regarder les actions que vous avez eu à mener pour aboutir aux incompréhensions. Le processus de correction passera par une écoute active et un questionnement pour mieux comprendre afin de pouvoir établir un plan d'action approprié de correction pour transformer vos faiblesses (objet des remarques) en succès (forces à développer)

Just wanted to share a quick thought. Being part of a team is all about being humble and open to learning. Don’t let feedback or suggestions trip you up on your growth journey! I remember when a teammate gave me some constructive criticism. Instead of getting defensive, I just said, "Make me better. I'm open. Show me how I can improve." It totally changed our relationship and helped us both grow. If we keep that humility, we can hold ourselves, and each other, accountable and really level up. There’s so much power in staying humble. ??

by taking a step back to evaluate the feedback without letting emotions cloud my judgment. I analyze the specific points raised and compare them against my recent performance and goals. This reflection helps me identify potential areas for improvement and understand how I can adjust my approach moving forward. By viewing criticism as an opportunity for personal growth rather than a setback, I can develop new skills, refine my strategies, and ultimately enhance my leadership effectiveness. This approach fosters continuous improvement and strengthens my ability to lead and support my team effectively.

Objectivity opens the mind to possibilities. When we look at our situation from a birds eye view, we can see ourselves from various vantage points. Ultimately this will help us view ourselves in the proper light resulting in changing our behavior and experiencing the growth we desire.

When faced with harsh criticism from a supervisor, formulating a plan is crucial for personal growth. Take time to understand the feedback and identify specific areas for improvement. Set achievable goals based on the criticism and create a structured plan to guide your progress. Regularly review and adjust your plan as needed, ensuring it remains relevant and effective. By taking proactive steps, you can transform criticism into an opportunity for self-improvement and professional development.

by first analyzing the feedback to identify specific areas needing improvement. For example, if the criticism highlights a need for better client communication, I outline steps such as scheduling regular client check-ins, improving documentation practices, and enhancing communication skills through training or mentorship. By developing a clear action plan, I transform criticism into a catalyst for personal growth. This approach not only helps me address weaknesses but also demonstrates my commitment to continuous learning and professional development, ultimately strengthening my capabilities as a leader and benefiting my team.

Be eager to improve, not from a place of lack of value, but from a perspective of potential. There is nothing that cannot be improved. When you communicate, don't project. Speak from your position, and be clear about it. If you don't know what to say, it is better to wait for a better moment, especially in a heated situation, because in those moments nobody is listening, and we tend to be defensive rather than open to receiving others' opinions.

by first understanding what exactly needs improvement. For example, if the feedback suggests our team needs to work more efficiently, I might start scheduling regular meetings to discuss how we can streamline our tasks, delegate responsibilities better, and maybe introduce new tools to manage projects. By taking proactive steps to address the feedback and make real improvements, I turn criticism into a chance for personal growth. This not only helps me become a better leader but also creates an environment where our team can continuously improve, boosting our productivity and satisfaction for our clients.

Being humble is about consciousness. Only you know the path you have been on. Rather than worrying about the value that others don't see in you, be the first to value yourself. Everything starts and ends within you. Whatever you focus on becomes your reality. You can see a problem or an opportunity; it's up to you.

I would like to consider the criticism received objectively while letting go of the emotions felt during the feedback session, I would align with my supervisor with an action plan, while inviting them to be accountable in my journey to improve. I would consistently seek feedback from my supervisor on the implementation of the plan - whats working or not working. Involving him/her in the regular feedback process will make them equally accountable for my action plan and will more likely keep me on track. Considering any criticism or feedback for improvement is my responsibility. So more than focusing on how the feedback is given, I would focus on the intention behind the feedback the benefits of improving myself??

by asking specific, constructive questions to understand the concerns better. For example, I might ask, "Can you provide examples of when my communication with clients fell short?" or "What specific steps can I take to improve our team's efficiency?" By actively seeking detailed feedback, I can pinpoint exact areas for improvement and create an actionable plan.

Be confident and honor yourself with an open mind and curiosity. Everyone sees the same reality from a unique perspective, with different priorities. Always look for the greater good and the solution that can benefit everyone. Compromise is an option, but it must be discussed with an open mind.

Siempre qué recibo una crítica de un supervisor busco encontrar el sentido del porqué y cómo puedo seguir mejorando para que no vuelva a pasar , acepto la crítica e intento poder dialogar con normalidad.

One thing I have found helpful is making a note of the areas I need to improve on. If my critic doesn't make it clear, it's important for me to ask relevant questions to ascertain vital information for my learning and growth. Every bit of criticism is an opportunity to learn what needs to happen or change - it's instrumental to unlearning. That can then inform my future learning goals and overall growth strategy.