Hier erfahren Sie, wie Sie mit Feedback umgehen können, ohne in die Defensive zu geraten.

Handling feedback without getting defensive involves: Active Listening: Focus on understanding the feedback fully. Stay Calm: Maintain composure and avoid reacting impulsively. Ask Clarifying Questions: Ensure you understand the specifics. Show Appreciation: Thank the person for their feedback. Reflect and Evaluate: Consider the feedback objectively and see how it can help improve your process. Take Action: Implement changes where necessary and follow up on progress. This approach fosters a culture of continuous improvement and collaboration.

Although challenging when you have an emotional reaction to the feedback, empathetically listen to what the giver of the feedback is trying to communicate. This goes beyond actively listening—try to understand the feedback from the giver’s perspective, even if you believe some element of it is untrue. Focus on understanding feedback from the perspective of the giver will help reveal the elements of feedback that are most helpful to you. “Truth” is governed by perspective, so if you find yourself disagreeing with some (or all) of the message, focus on their perspective and not your own.

The skill of actively listening and taking time to reflect on discussion points raised and how to benefit from feedback, is key for every mature professional looking to evolve and get through work struggles.

In order to improve your active listening skills, consider paraphrasing feedback to ensure that you understand it correctly. For example, you could say, 'So, you're suggesting that I work on enhancing my project management skills. Is that accurate?' This not only demonstrates your attentiveness but also helps to avoid any misinterpretations. Taking notes during the feedback session can also aid in maintaining your focus and showcasing your dedication to improvement.

It’s important to first digest the feedback and understand the implications of the same . You then plan your future course of action on it. Remember the feedback is for your own good.

Constructive feedback is never easy to hear. Everyone likes to be praised and appreciated. Whenever I receive feedback, I listen and unless it is urgent to respond; I wait 24 hours. This grace period allows all the negative feelings to pass and also gives me agency to reflect on what needs to be corrected and provide an overall positive response to whomever must be addressed.

A golden rule I learned about handling feedback: listen to understand, not just to respond. Being defensive or emotional usually gets in the way of progress.

Despersonalizar la retroalimentación (feedback) en el trabajo puede ofrecer una perspectiva invaluable. Por ejemplo, al recibir comentarios críticos sobre un informe mensual, es beneficioso separar las emociones de la evaluación. En lugar de sentirse atacado personalmente, es importante enfocarse en los aspectos específicos que podrían mejorarse, como la claridad de los datos presentados. Esta despersonalización permite ver el feedback como una oportunidad para crecer profesionalmente, en vez de percibirlo como un juicio personal. Adoptar esta mentalidad facilita la implementación de cambios efectivos y el continuo desarrollo de habilidades.

It's important to empathize and understand your boss/superior/peer's perspective fully before responding. As much as you may not agree with their perspective, especially since feedback is mostly from ones perceptions which may differ from yours. Acknowledge their feelings and point of view.

Siempre procuro tomar nota de cómo me siento y luego reflexionar sobre la otra persona: qué piensa, qué siente y de dónde proviene la crítica que me hace. Si considero la crítica útil, la acepto y trato de cambiar; si no la encuentro productiva, la dejo pasar, pues no la considero beneficiosa para mí. Creo que siempre es válido tomarse tiempo para responder, y hacerlo cuando se considere necesario. Muchas veces no es necesaria una réplica de nuestra parte, sino simplemente la mejora que se espera de nosotros. Si no te sientes conforme, háblalo. La comunicación es fundamental para que nos sintamos cómodos y podamos desempeñar nuestro trabajo de manera efectiva.

Ask for Clarification - If something in the feedback is unclear, ask for more details. This shows you're eager to understand and improve. Get the True Meaning - Clarifying helps you respond to what was actually meant, not just what you thought you heard. This avoids misunderstandings. Start a Conversation - Asking questions opens up a dialogue, leading to better insights and more productive results. This approach helps both sides understand each other better. Keep it easy & ego free.

If the feedback isn't clear, ask for clarification. It shows your dedication to understanding and improving. This helps ensure you respond accurately and fosters a more productive dialogue.

If any part of the feedback is unclear, don't hesitate to ask for clarification. Understanding the specifics helps you address the feedback effectively and shows that you are committed to improvement. Asking questions also demonstrates that you value the other person's perspective and are open to constructive dialogue.

No asumo. on los años, he aprendido a no asumir lo que se quiso decirme. Si tengo dudas o algo no me queda claro, pregunto. Me ha sido muy útil hacer un resumen al final de cada conversación importante en la que se espera algo de mí. De esta manera, puedo clarificar; "para el próximo trimestre se tomará en cuenta mi desempeño basado en.." Siempre y cuando tenga dudas.

Keep asking questions until everyone understands. Get clearer and clearer with the disciplined pursuit of less. It’s ok to not understand, just keep asking and clarifying. 🚀

Acknowledge the Feedback: A simple "thank you" shows the person you appreciate their willingness to share their perspective. This acknowledges their input and creates a safe space for further discussion. Seek Clarification: Don't assume you understand everything perfectly. Ask clarifying questions to ensure you grasp the specifics of the feedback. Phrases like "Can you tell me more about what you mean by...?" or "Could you give me an example?" demonstrate your genuine interest in understanding their viewpoint.

Thank the person for their feedback and acknowledge the effort they took to share their thoughts. Showing gratitude doesn't mean you agree with everything, but it shows respect for their input and helps create a positive dialogue. Being thankful also makes it easier to consider the feedback constructively.

Después de un Feedback pudieras: 1-Expresa gratitud inmediatamente o en la misma conversación("Gracias por tomarte el tiempo para darme estos comentarios. Valoro tu perspectiva y el esfuerzo que has puesto en apoyarme para mejorar") 2-Resume los puntos clave al final de la conversación, para mostrar que hemos entendido el punto ( "Para asegurarme de que entendí bien, mencionaste que debería mejorar en X y Y? Aprecio mucho tus sugerencias") 3-Envía un correo/mensaje en teams etc. de seguimiento para dejar notar que trabajaremos en los puntos de la retroalimentación 4-Mantén una actitud abierta para que sepan que podemos mejorar y tomar retroalimentación en un futuro

Express gratitude for feedback. Thank the person for their input, respecting their time and perspective. It shows appreciation for the process and encourages a constructive exchange.

Dankbarkeit ist in der Tat ein kraftvolles Werkzeug, um unsere Beziehungen zu stärken und unsere eigene Entwicklung zu fördern. Wenn wir uns bei anderen für ihr Feedback bedanken, zeigen wir nicht nur Respekt, sondern signalisieren auch Offenheit für Wachstum und Lernen. Es ist eine Möglichkeit, den Dialog zu vertiefen und gemeinsam Lösungen zu finden.

Hay muchas herramientas que pueden ayudarte a llevar a cabo un plan de acción. Para mi la parte fundamental es intentarlo cada día. Un poco, pero siempre diario 1-Determina las acciones concretas que llevarás a cabo para abordar cada uno de los objetivos identificados. (adquirir nuevas habilidades, modificar comportamientos o buscar orientación adicional) 2-Asigna plazos realistas para cada acción para mantenerte enfocado y a avanzar de manera constante 3-Evaluación y Ajuste: Programa momentos regulares para evaluar tu progreso hacia tus objetivos. Reflexiona sobre lo que has logrado y lo que aún necesita trabajo.Si es necesario, ajusta tu plan de acción según tu progreso y las nuevas oportunidades o desafíos que puedan surgir.

The magic word is action. May be because of the superiority or authority of the person giving the feedback, one might listen without reacting (doesn't mean active listening) and may not interrupt but the most important aspect of the feedback is implementing the corrective steps ...so the magic word is action ...and action starts by creating a plan of action for future with milestones to measure and reflect upon the progress...so according to me if the person is really accepting the feedback and the perspective of the other person then immediate thing to do is create a realistic plan of action for future with intermittent checkpoints to measure the progress being made...

Once you understand and appreciate the feedback, make a plan. Figure out specific steps to work on the areas mentioned. This shows you're serious about improving yourself. Turning feedback into a plan helps you make progress. Keep your plan realistic and set clear goals to stay focused and track your progress.

Absolutely. Here are the key takeaways from our conversation on how to effectively handle feedback: * Practice active listening. Pay close attention to the feedback without interrupting and show the speaker you're engaged. * Take a moment to reflect before responding. This allows you to process the information objectively and avoid defensiveness. * If any part of the feedback is unclear, don't hesitate to ask for clarification. Ensure you understand the feedback by asking clarifying questions. * Express gratitude for the feedback. Thank the person for their input and acknowledge their time and effort. * Devise an action plan to address the feedback. Identify specific steps you can take to improve in the highlighted areas.

Why, why, why? Why live your life based on how others want you to? Live it your way, do things your way, and enjoy a happy, healthy life.

Ein kontinuierlicher Dialog über Feedback ist entscheidend, um Verbesserungen zu erzielen und ein besseres Verständnis zu entwickeln. Regelmäßige Gespräche mit der Person, die das Feedback gegeben hat, ermöglichen es Ihnen, den Fortschritt zu besprechen, Herausforderungen zu identifizieren und gemeinsam an Lösungen zu arbeiten. Offene Kommunikation fördert nicht nur ein positives Arbeitsumfeld, sondern stärkt auch die Beziehungen zwischen den Teammitgliedern.

separate the feedback from the person giving it to you. by doing this you can more objectively comprehend the feedback and how you can act on it.

The first thing is to coach leaders and managers how to give feedback appropriately and effectively. Not every manager is a born people person. Feedback not given constructively and unbiased can do more harm than good. The person who receives feedback must always feel respected and appreciated. If feedback is given regularly, especially if positive exceeds negative feedback, critical feedback will be more easily accepted and acted upon. Especially if the manager also invites feedback and actively listens to the employee's concerns.

First and foremost important aspect is to keep yourself composed. Actively listen to the feedback and seek clarity. Reflect on the feedback before responding and show appreciation for the input. Focus on using the feedback as an opportunity for improvement. Approaching feedback with an open mind helps turn it into a constructive growth opportunity.

It is natural to disagree or get defensive (however correct the feedback is) but here is a technique that truly helps... 1) Go into the conversation assuming the person sharing feedback has you best interest at heart. 2) Before you react, engage in an argument or justify your actions take some time off to ask yourself (i) what is cost of my current actions/ or not taking actions (ii) what could I do differently (iii) how will I benefit by doing things differently Reactions are reflection of professional maturity & thought process, so be wise. 3) Now go back to the person who has shared the feedback and discuss (i) What have you tried so far? (ii) What barriers stand in your way? (iii) What changes are needed to move forward?

One can’t receive understand and act on a feedback till the time one is listening without prejudice and bias. That means I may have a perception about the person who is providing me with the feedback, I will still consciously work to not to obstruct it from receiving & comprehending the essence of the message. This translates being into a neutral mindset while receiving the feedback. In doing so, I also am trying to understand the content and the context of the feedback by seeking more clarity so as to build an appropriate Action-Plan.😊