¿Cómo puedes desarrollar la resiliencia a las críticas en el lugar de trabajo?

Early in my career, I struggled with receiving feedback, especially if it was critical. I used to take it personally and let it affect my confidence. Here are my top 3 things I did: Mindset Shift: I reframed criticism as a chance to improve rather than a reflection of my worth. Active Listening: Instead of immediately reacting to criticism, I learned to actively listen to understand the feedback objectively. Separating Emotion from Feedback: It was challenging, but I learned to separate my emotional response from the feedback.

Develop the attitude to thank criticism regardless of the intent or purpose. When you develop a positive relationship with criticism you will discard what is not true and embrace what is factual and voluntarily, courageously and confidently work on the things that you can change to bring lasting change and add value to your delivery, service, influence and impact which is a mature way to go. Observing your thoughts and reframing emotions to manage well needed change is also another way to successfully manage and control the negative impact that criticism can sometimes have on you as an individual.

Criticism is like a gift: someone else's taste is involved, we may love it, we may dislike it but just like a gift, it shows that someone cared enough to engage in it and just like a gift, its value does not define ours. We may not enjoy certain criticism but we can be respectful, knowing that it is not an attack on us, it is how someone else is perceiving our action.

Criticism is an interesting choice of words, for feedback. And then to tag on "constructive" to criticism, can give "feedback givers" a free pass to say what they want, without the space for a productive conversation on "areas to improve". Where feedback is needed in any given situation, it's important to have a framework for giving quality, evidence-based, data-driven feedback to encourage people to embrace and take action on the conversation. Is the "criticism" designed to serve the giver or the receiver? I know very few human beings that love criticism, because we are wired to seek approval. Designing a feedback/feedforward loop is the best way to drive human potential. For the receiver, get curious, and get evidence over opinions!

Criticism can be a valuable source of feedback, but only if we understand "why", it is given and how it can help us. I agree that we should evaluate the quality and intention of the criticism, and not take it personally or emotionally. We should also be respectful and appreciative of the feedback giver, and ask for clarification or examples if needed. If you are not sure why someone is criticizing you, ask them to explain their reasoning and expectations. For example, “Can you tell me more about what you mean by that?” or “What are you hoping to achieve with this feedback?”. People may have more credibility than others when it comes to giving criticism, like your manager, mentor, or client than a random stranger.

When we feel criticized, what we're actually saying is that we're hearing something that is uncomfortable for us, and a common reaction is to defend ourselves (either in words, or just by shutting down energetically to try and block the discomfort). The opposite reaction would be listening with curiosity, but this isn't as easy as changing your thinking. Defensiveness is a manifestation of fear. It's our nervous system gearing up to protect us because it thinks we are in danger. To be able to access curiosity in the moment, we need to let our system know we aren't actually in danger. The quickest way to communicate that is through conscious breathing. Breath is the link between the brain and our body (nervous system).

To be able to manage emotions, it's important to understand how emotions are created. They are always created by semantics, i.e. the meaning you attribute to the words, tone and visuals of others. Your meaning creates your state of "emotion". That's a pattern that you regularly do. Track how you got there. How did you know it was time to react, at that exact moment? Consider it an interesting point of view, and look for the data. Amp up your internal point of view, and ask how true is this and what do I know? Separate the person from the information, and test the validity of it. People with a strong external reference react more intensely than one with internal certainty. This is state management! Don't leave home without it!

Criticism can sometimes trigger negative emotions, such as anger, hurt, or anxiety. To manage your emotions, try to acknowledge and process them, and not react impulsively or defensively. You can use techniques such as breathing exercises, positive affirmations, or self-compassion to cope with the emotional impact of criticism. You can also express your emotions in a respectful and constructive way and asking for support or guidance. Positive affirmations can help you cultivate a positive mindset, reduce stress and anxiety, and improve your self-esteem. You can use them as a daily practice, such as by repeating them in the morning or before bedtime, or as a response to negative thoughts or situations.

Absolutely agree. More often than not our reactions should have been a response. We need to learn to manage our emotions by searching the criticism for what we can respond to. One way to get consistent and constructive feedback about our emotions is to tackle yourself. Observe your thoughts, feelings and responses. Your inner voice always signals when something is not right. Follow your gut feeling and meaningfully gauge your response.

Hay una máxima en la vida, cada uno es protagonista de su vida si así lo decide. Ser protagonista es no poner tu estado de ánimo en hombros ajenos. Si dices: "fulano me pone nervioso", no estás siendo protagonista de tu vida. Cuando alguien te dice algo puedes elegir focalizarte en el dolor que te haga sentir o en el punto de razón que tiene. Tal vez un 5%, un 10% o un 90%. Si desde ahí le extraes valor, observarás al que te dice la crítica como alguien de quién puedes aprender y con quien, si tú lo decides, puedes crecer.

It's important to get proactive feedback with quality questions. Where exactly did you notice that? How often? What impact did this have so I can understand the wider view? How have you addressed this in the past? How would you do it? What else can I do? What training can you offer me to improve, as I understand where I need to get to? Can I share my reasoning for this action? Can I offer my perspective on this? Add some quality frames like.. I appreciate the feedback, I want to learn, I didn't see it that way, I appreciate this point of view and I have a clearer picture of what I need to do.

Totalmente y, a la vez, sonreír internamente cuando los recibas: "esto no es nuevo", "ya estoy otra vez aquí"... pueden ser mucho más productivos si los observas con ligereza y no te dejas atrapar por tu ego.

When providing criticism or developmental feedback, I believe it is our duty as Leaders to be very clear and direct. And at the same time come from a place of connection and human respect for each other. I am not a big fan of sugarcoating as this dilutes the message and will not lead to the growth that might be necessary for the person or the company. Be clear, direct, and come from a place of growth and wanting the best for the other person.

A reframe I have is that criticism is an invitation to be in conflict. And conflict is a necessary element for high-performing teams. The best teams move through conflict and they develop healthy conflict norms. This leads to deeper psychological safety in a team, and when people are secure, their nervous systems relax. And when their nervous systems are relaxed, creativity, focus, efficiency and innovation skyrocket.

Ask yourself is this feedback well intended and helpful? If yes, what can you do to unpack and understand what you can do differently rather than see as a criticism. If it’s not helpful or well intended then criticism is just that, criticism. This isn’t feedback and you need to ask yourself how you can move on from it, this could be bouncing it off others to see if they recognise or just reminding yourself of the things that you are doing well.

Unamuno decía: "que hablen de mi aunque sea mal". Es fantástico celebrar los logros, ¿qué tal si también celebramos las críticas? Si hay algo que mejorar es señal de que estamos en marcha, de alguna manera nuestro paso no es neutro, estamos teniendo un impacto. La vida se vive hacia delante, desde ahí criterio y determinación continua por mejorar, a la par que constatar lo que ya está. Celebrar mis logros, sí y también CELEBRAR MI SER!!!

Resilience doesn’t happen through knowledge alone. It happens through overcoming adversity. It requires the curiosity to learn and the humility to unlearn. Research at Hack Future Lab shows that the best leaders don’t just react to a crisis; they learn from it and use adversity as a tailwind for growth and agility. Do faster than doubt!

Reframing failure or criticism as a growth tool involves a fundamental shift in perspective, viewing these experiences not as setbacks but as invaluable stepping stones toward personal and professional development. By reframing these encounters as essential components of the learning journey, individuals can cultivate resilience, adaptability, and a continuous improvement mindset. In this context, failure becomes a teacher, criticism a guide, and the path to growth a dynamic process fueled by the wisdom gained from navigating obstacles and leveraging feedback for ongoing self-improvement.

Work to promote a culture of continuous feedback. I personally encourage all leaders reporting to me to meet with their team members every week and prepare structured and constructive feedback that includes specific elements: - Areas for improvement - How to improve - How you can assist them in achieving improvement Similarly, I ask all other individuals, my peers, and superiors to do the same with me when they criticize me. - I acknowledge what to improve - I ask what I should do to improve - I ask for their support to achieve improvement This puts me in a humble and open position. If their intent was good, they will help me. If they were criticizing me with a destructive purpose, they will simply stop.

When developing resilience to criticism in the workplace, it's vital to remember: what others think of you is none of your business. Sure, it sounds a bit bold, but it's a powerful mindset. People are entitled to their opinions, just as you are to yours. Criticism, at its core, is just another opinion. It doesn't warrant an automatic reaction or change from you. This perspective frees you from the weight of others' judgments, allowing you to focus on what truly matters – your growth, your values, and your journey. Embrace feedback that aligns with these, and let the rest be just what it is – someone else's viewpoint, not your directive.