The Top 3 Barriers To Embracing Feedback And Solutions

Unlocking our true potential and achieving growth requires a willingness to embrace feedback. It is a catalyst for personal and professional development, offering valuable insights and opportunities for improvement.

Feedback helps us to identify blind spots and unlock limiting factors. Yet, feedback is often met with resistance and rejection.

In this edition of our Success with People Newsletter, we delve into the three main reasons why feedback is rejected and explore strategies to overcome these barriers.

#1 Preserving Our Identity

We are constantly being challenged to embrace change and adopt a mindset that treasures continuous improvement. All good!

In addition, feedback has the power to challenge our self-perception and unveil areas for improvement.

But!

Feedback can be intimidating, and we can feel threatened by it to some degree. In some instances, feedback may even cause us to question issues that go to the core of our identity!

“I always thought I was…”

“So, does this mean that I…?”

"What if this is really true?"

From that perspective, the desire for self-preservation comes to the fore and defence mechanisms are put in place.

This is an understandable and somewhat natural response. However, it is essential to recognize that feedback is not designed to be an attack but rather the provision of a pathway to self-improvement and ultimately, to success.

To overcome this barrier, we need to work at developing the capacity to disconnect the content of the feedback from the source. Even our worst adversary can provide useful feedback.

Secondly, we should examine the issues that we disagree with or think that they are not a fair representation of us and ask what is it that could cause someone to come to that opinion. Searching objectively and diligently for the answer will prompt us to work on those areas of vulnerability and build character and enhance our competence.

Thirdly, we should refuse to let feedback degrade how we feel about ourselves. Feedback should be a building block, not a sledgehammer!

#2 Trust

Lack of trust is a significant hurdle in accepting feedback. When we question the credibility or fairness of the source, feedback becomes ineffective. Trust is the cornerstone of successful feedback exchanges.

Tackling this challenge is not easy since building trust is not unilateral. However, while we cannot magically create a high-trust environment, we can model the desired behaviour.?For example, we can assume that there is trustworthiness among our colleagues. This is best demonstrated by our willingness to give them the benefit of whatever little doubt that remains.

We should strive to be transparent in communicating our feedback, in the context of being objective and unbiased. Providing concrete examples to support our feedback and being fair-minded will help to cultivate an environment in which constructive feedback flows more freely.

#3 Delivery and Timing

How feedback is delivered and when it is given can greatly impact its reception. I dealt with the HOW of giving advice or feedback in this article in the Daily Gleaner.

But what if we are on the receiving end of poorly delivered and/or an untimely bit of advice?

My favourite advice to newlyweds is to learn the art of sifting. There will be a lot of incoming advice, sift out what is useful and use it. Throw away the rest.

It is the same thing with feedback. Regardless of the how and the when we can extract anything that is helpful and discard the rest.

Also, I have also found that by deepening our understanding of behavioural styles, we can bypass potential distractions that would normally have derailed the exchange. Our DISCerning Model of Communication helps us tailor our receptors to different communication styles.

For example, we learn and accept that Don shares feedback in a more direct style than Sky’s politically correct approach. By harnessing the power of DISCerning Communication, we enhance our receptiveness and extract transformative value from feedback.

BOTTOM LINE

Incorporating DISCerning Listening into the feedback process is crucial for overcoming these barriers. By actively listening and understanding the communication preferences of others, we can adapt our feedback approach to their unique style, increasing acceptance and engagement. DISCerning Listening enables deeper understanding and effective communication, fostering a culture where feedback is valued and embraced.

Remember, feedback is the key to unlocking our untapped potential.

Employees are 3.6 times more likely to strongly agree that they are motivated to do outstanding work when their manager provides daily (vs. annual) feedback. https://www.gallup.com/workplace/357764/fast-feedback-fuels-performance.aspx

By addressing the reasons behind the rejection of feedback and leveraging the principles of the DISCerning Model of Communication and Leadership, we can create a culture where feedback thrives and propels us toward transformational growth.

PERSONAL NOTE

Over the years, I have sought to present valuable content that often looks at issues from another perspective. It can be a lonely and thankless endeavour. This past week I got some heartwarming feedback by e-mail and by online feedback.

I value the opportunity to share with the Success with People community!

Got feedback? I would love to get it: [email protected]

Our Leadership DNA Club is a reservoir of insightful Leadership content. Check it out by requesting access: https://www.dhirubhai.net/groups/12582555/

Wishing you breakthrough success,

Trevor E S Smith

Success with People??Academy

We deploy our DISCerning Model of Communication and Leadership to promote personal and organizational growth through a different approach to feedback. The process is supported by granular Behavioral DNA assessments from Extended DISC??on the revolutionary FinxS??Platform.

Happy to have a conversation! WhatsApp 1-876-535-6677

E-mail:?[email protected]

Register for the companion Live Cast!

https://www.dhirubhai.net/events/7074615272162107392/comments/

#feedbackculture #feedback #personalgrowth #leadership #performanceimprovement #successwithpeople #teamdynamics

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