Here's how you can navigate challenging feedback and respond effectively.
Receiving challenging feedback is an inevitable part of professional growth. Whether it's a performance review, a project debrief, or casual commentary, understanding how to process and respond to this feedback is crucial. It can be uncomfortable, but with the right approach, you can turn it into a powerful tool for personal and professional development. Change management skills come into play here, as they involve adapting to new information and altering behavior or strategies accordingly.
-
Milan RaoCEO | President - SEW | Board Member/ Advisor | Ex-President at Wipro, CEO GE Healthcare | Technology | Innovation |…
-
Steven ZinsliChief Executive Officer - HealthNow. Supporting organizations globally, to deliver better health and wellbeing benefits…
-
Lucia MaximStar Assembly Sebes 8 FDCT
When confronted with challenging feedback, your mindset can make all the difference. Instead of viewing it as a personal attack, see it as an opportunity for growth. Adopting a growth mindset, a term coined by psychologist Carol Dweck, allows you to appreciate feedback as constructive and a means to develop your skills further. By shifting your perspective, you open yourself up to possibilities and set the stage for effective change management.
-
Milan Rao
CEO | President - SEW | Board Member/ Advisor | Ex-President at Wipro, CEO GE Healthcare | Technology | Innovation | Digital Transformation | Growth CEO
I’ve always maintained that feedback is a gift - you need to accept it as is and utilise it well. If your mind believes it is a gift, then is more likely you will accept it, cherish it and act upon it.
-
Steven Zinsli
Chief Executive Officer - HealthNow. Supporting organizations globally, to deliver better health and wellbeing benefits for their diverse and distributed teams
When you are having to navigate challenging feedback you must shift your mindset into one that embraces feedback. Feedback should not be seen as a personal attack, but it should be seen as a developmental opportunity. Feedback must be viewed as constructive where you are able to develop new skills that can evolve you. You must accept feedback and utilise it to its full potential. Feedback is only seen as worthwhile if you are acting upon it and taking it onboard.
-
Lucia Maxim
Star Assembly Sebes 8 FDCT
People with a growth mindset view challenges as opportunities, mistakes as valuable lessons, and their personality and character as ever-changing and evolving, rather than static. Adopting a growth mindset can help you become a person who is ready to embrace change and life challenges. Embracing change means that you can be positive or at least be content in the knowledge that things will get better in the face of seemingly insurmountable obstacles. The hidden benefit of a setback is that it makes your success even sweeter because you are aware of what you have overcome.
Your initial reaction to challenging feedback might be defensive or emotional. It's important to stay calm and not let your emotions dictate your response. Take deep breaths, listen actively, and give yourself time to process the information. This self-regulation is a key aspect of emotional intelligence and helps maintain professionalism. By managing your emotions, you can respond thoughtfully and constructively.
-
Lucia Maxim
Star Assembly Sebes 8 FDCT
What can help: taking a deep breath, counting up or down, or, if you're like me, translating the other person's words into another language (it's weirdly calming). Often, it's how you respond to your emotions, whether in your words or behaviour, that can be destructive—not the emotions themselves.
Sometimes feedback can be vague or confusing. Don't hesitate to ask for specific examples or clarification. This not only shows that you are engaged and willing to improve, but it also ensures that you fully understand the feedback. Clarifying helps prevent misunderstandings and provides you with actionable insights that are necessary for making informed changes.
-
Lucia Maxim
Star Assembly Sebes 8 FDCT
Feedback seeking is defined as the “conscious devotion of effort toward determining the correctness and adequacy of one's behaviors for attaining valued goals. Seeking clarity is a process requiring patience, perseverance, and practice. It is a natural human response to make meaning of a situation and to discover ways forward that are clear and life-giving. The human brain is wired to make meaning of mystery, confusion.
After receiving feedback, take time to reflect on it honestly. Assess the validity of the points raised and how they align with your self-perception and goals. Honest reflection is a crucial step in change management as it helps you identify areas for improvement and reinforces your commitment to personal development. This internal dialogue sets the foundation for a constructive response and actionable change.
-
Lucia Maxim
Star Assembly Sebes 8 FDCT
Ask people about their perspective. Before being honest about how you feel its important to know their perspective. This gives you a chance to show genuine interest and have a conversation. This may also give you opportunities to speak up and be honest.
-
Micah Margolis
Executive Coach | Professional Speaker | Technology Strategist | Change and Transformation Specialist | Humanitarian
Take time to understand the perspectives and concerns behind the feedback before responding. Acknowledge any valid points and demonstrate a commitment to improvement. A helpful tip is to view feedback as an opportunity for growth rather than criticism, using it to refine your approach and strengthen relationships with those providing feedback.
Once you've processed the feedback, it's time to develop an action plan. Identify the steps you need to take to address the feedback and improve. This could involve setting specific goals, seeking additional training, or adjusting your work processes. A well-thought-out action plan is essential in change management, as it translates feedback into tangible progress.
-
Lucia Maxim
Star Assembly Sebes 8 FDCT
Making a feedback action plan is a useful way to help you think about how you can improve when completing future assessments. To make an action plan, review your feedback and jot down some things you've learned to try to do again next time around, things to avoid in future, and things to do or follow up. For example, you may set a goal to earn a professional certification in two months. For broader goals related to a team, department or organization, you may have a longer timeline for an action plan, such as six months to one year.
Effective communication is key when responding to feedback. Articulate your understanding of the issues raised and your plan to address them. Show appreciation for the feedback and the opportunity to improve. This not only demonstrates your professionalism but also reinforces your commitment to continuous learning and adaptability—qualities that are invaluable in change management.
-
Sarah Crawford-Bohl
Healthcare Executive | TEDx Speaker | Passionate about Leadership, Innovation, Personal & Professional Development | Public Speaker | Facilitator
I would add using a tool to help keep your communication clear. I’m a fan of Gervase Buche’s Experience Cube (speaking to my Observations, Thoughts, Feelings, Wants). The tool is helpful in providing feedback, but I also find it very helpful when trying to summarize the feedback I have received. I might say something like, “what I think I’ve heard you say is that you have seen x, you are thinking x, feeling x, and would like to see me do x differently”. Framing out what I’ve heard in this way helps to ensure I accurately understood what has been shared by the other person. I also find that doing so provides an opportunity for the other person to clarify and/or refine their feedback in a way that reduces likelihood of defensiveness..
Rate this article
More relevant reading
-
Change ManagementHere's how you can give feedback to others in a professional setting without making common mistakes.
-
Personal CoachingHow can you help an employee become more receptive to feedback?
-
IT StrategyWhat do you do if your colleagues are demotivated and uninspired by feedback?
-
Large Group FacilitationWhat do you do if your boss isn't providing feedback to help improve your performance?