A continuación, te explicamos cómo puedes recibir comentarios de forma eficaz sin convertirlos en algo personal.

When it comes to feedback as a facilitator - a lens of objectivity can be translated into whether the feedback is about the FACILITATION or the FACILITATOR. Any cycle of feedback should come with a designed structure, ensuring that there are prompt questions to right position input as well as to give space for the facilitator to share their own perspectives in addition to hearing those of others. When feedback is not a one-off - but is a process that applies to everyone on the team, regardless of title, then the skill set of providing meaningful feedback that is focused on the process and not the person is refined and strengthened.

Here's how I handle feedback without taking it personally: 1. Separate Work from Self: Feedback is about my work, not me. 2. Listen Actively: I listen carefully and show openness. 3. Ask for Clarity: I ask questions to understand better. 4. Stay Open-Minded: I view feedback as a growth opportunity. 5. Reflect Before Reacting: I take time to process feedback. 6. Seek Specifics: I ask for actionable examples. 7. Show Gratitude: I thank the person for their input. 8. Follow Up:I implement changes and show my progress. These steps help me grow without feeling attacked.

To receive feedback effectively, it's essential to actively listen without interrupting and to remain calm to avoid becoming defensive. Seek clarification by asking for specific examples or details to better understand the feedback. Take a moment to reflect on the feedback before responding, ensuring a thoughtful reply. Express gratitude to the person providing feedback, regardless of whether you agree with it. Focus on viewing feedback as an opportunity for growth rather than a personal critique, and commit to taking actionable steps to improve based on the feedback received. This approach not only fosters a positive learning environment but also helps in continuous personal and professional development.

Listening is one of the most critical elements of feedback receptivity. Listen with a generous 👂 and receive feedback as a gift. Listen from a posture that rewards the deliverer of the feedback as they are engaging in an act of vulnerability. Listen to understand and not to respond. If something said is disruptively challenging, don’t respond from a posture of defensiveness. Ask for time to process feedback that you may be struggling to grasp if difficult.

The best questions to ask are to get clarity on the behaviours that the feedback is based on. This is ultimately the change we can take action on

Ask yourself: 1)What of this is fact and what of this is opinion? 2) What of this am I in control of (for example you are in control of your own behavior)? 3) What am I willing to change or do differently? 4) When will I start? 5) How will I know if it is making a difference?

I've always loved the idea of seeking for the 2% truth even if feedback is provided unskilfully (e.g. if it comes across as criticism).