Voici comment vous pouvez transformer les critiques de votre patron en une expérience d’apprentissage précieuse.

Feedback, especially from higher ups is always a good thing, even if the way in which it’s delivered might be hard to digest. Some managers, dare I say MANY managers don’t practice giving feedback much so they have a weak tool box to draw from, they can be blunt, or overly harsh…get over it…develop a thick skin, cause you always fare better when “emotion” is taken out of the equation. Encourage the feedback, create a closer relationship with your boss by showing you trust and value what they have to say about your performance. The tighter the relationship the higher the “debit account” of goodwill created…and so when you stub your toe (it’s inevitable) at some point, it’s easier to come back from. Communication is…everything.

If it wasn’t for the feedback I had gotten from the co-founder of an agency I wanted to work for, I would NOT be the writer/strategist I am today. So *constructive* criticism helps you grow and become better. I’d say take the criticism: - With an open mind - With an open heart - Without taking it personally - Learning how to improve and refine from it With that being said, there’s a big difference between being criticized and disrespected. In the case of disrespect always stand your ground because no one is better than anyone else. We’re all in different learning phases of our journey’s and that’s okay. Take criticism knowing that it’s going to save you months or years you could have spent trying to figure it out on your own.

Constructive criticism is inevitable and necessary for growth. Therefore, when criticism comes from a direct supervisor, it means that they have seen something or a problem and have acted to guide you so that you do not fall into this problem again. To turn this into a valuable learning experience, you can follow these steps: Consider this criticism to be constructive, not attacking or malicious. Stay calm when receiving feedback. Once the supervisor has calmed down, ask questions and receive appropriate guidance and correction. Could you create a timeline to correct the mistake? Don't give up and consider each stage a useful experience.

Whenever I receive criticism from my boss or others, I try to see things from their perspective. I think about their feedback and step back to understand their point of view. I deeply consider their thoughts to understand why they are saying what they are. I always keep an open mindset to accept criticism positively. This helps me improve my strengths and grow professionally.

Transforming your manager's criticism into a valuable learning experience involves adopting an open and proactive attitude. Listen carefully to criticism and analyze key points without taking them personally. Ask how you can improve and look for concrete examples to better understand expectations. Use these criticisms as an opportunity to develop new skills and adjust your approach. Implement suggested changes and continue to solicit feedback to show your commitment to growth. Over time, this attitude will not only improve your performance, but also strengthen your relationship with your manager.

To a self disciplined person , normally a boss would not be critical as no one lies to hurt an asset. But if politics or insecurity comes into play, then vicious criticism is possible Which then is a sign To say thank u very much . However if the criticism is for a genuine error , Saying sorry Reflecting & making amends Is the obvious answer . Hence real response depends on the situation . One size does not fit all

Criticism is always good unless it's disrespectful. If your boss is clearly insulting you and calling it a criticism, that's something you should never comply with. Some people do harsh criticisms, others are softer, but I big believer in not taking things personally at work and striving to improve every day through feedback.

It's tough hearing feedback, but it likely wasn't given to embarrass you. It was meant to help lift you up, and make you better. Pause, take a deep breath, and think clearly about how you can incorporate that feedback into your future work.

Reading the criticism out loud is the fastest way I've come away with a positive reflection. I aggregate every piece of negative criticism and I'll print it out on paper and go for a walk with my partner and read it out -- feeling indignant, "can you believe they said this:" and then read it (word-for-word). Every time I've done this, I feel my indignity drain away and become flushed with embarrassment. It's never as critical aloud as it was in my head. Cut through the noise by reading this stuff aloud -- not in your head -- out loud. Say it. Without fail, this frequently turns the feedback into what it's meant to be, constructive criticism.

After that initial sting of feedback, I took time to reflect. I reread my boss's notes and realized he was right. The content, while creative, was missing crucial elements for driving conversions. I acknowledged my blind spots and how I could have incorporated user desire more thoroughly.

It's not too late to ask. Everyone operates differently, and I've found that I typically don't have questions until I'm in the thick of the project or task. Initially, I felt that I couldn't seek clarity once I started an assignment because I didn't ask questions when given the opportunity by my supervisor during the brief. When I brought this dilemma to my boss, I was told, "It's never too late to ask." That permission built a sense of trust. Now, when I receive feedback on my work, I'm not afraid to have a healthy, honest conversation in order to seek clarity.

Process the Criticism: Reflect on the feedback. Consider its validity and how it aligns with your goals. Is there room for improvement? Use it as an opportunity to learn and grow. Understand that everyone makes mistakes. Be kind to yourself and recognize that learning involves setbacks

Practice active listening when seeking clarification on criticism from your boss. Pay close attention to their feedback without interrupting, and ask clarifying questions to ensure you fully understand their perspective. Paraphrase or repeat back the feedback to your boss to confirm your understanding. This not only helps clarify any misunderstandings but also shows that you're actively engaged in the conversation and committed to addressing the feedback effectively. Ask for concrete examples or scenarios to better grasp what your boss is referring to.

Often during feedback and criticisms from the management, it is common to have uncleared queries and clarifications can help a lot in solving them and paving out a clear path. Seeking more clarifications address your queries followed by improvisations in the efforts being put in while lifting you up in the eyes of the management by highlighting your willingness to learn.

Take the route of learning and ask for help rather than confrontation. You can approach the situation - Hey you pointed such and such in me. Can you please guide me in terms of how I can improve and if there are any suggestions for something that I can read or watch to learn. I person who takes this approach can turn a negative interaction into a positive one and not be personally affected by criticism.

I’ve found it helpful to not get defensive, take a minute to myself and process it, and figure out small actionable initial steps I can take to address the various criticisms mentioned. I try to start on the easiest small steps I can take to improve, and work from there. As an employee, it helps to receive some positive reinforcement while receiving criticism but the reality is that it’s just not always the case, so in those cases you have to take into account the positive things you know you possess and have accomplished. Writing those things down with a pen and paper has helped me. As a supervisor, I try my best to also offer net positive feedback in addition to any criticisms I might have for my direct report.

Based on the feedback and discussion, I revamped my content. I added clear calls to action at strategic points and adjusted the content approach to better address the audience's needs. I also included a plan for A/B testing different content formats to see what resonated most.

Fazer um plano é a melhor forma de demonstrar que levou a sério o que você ouviu. Ninguém é perfeito, e muitas vezes, as mudanças levam tempo e precisam de planejamento. Um curso para aprimoramento, uma mudança de comportamento não pode ser cobrada e nem medida, por isso, vale sempre uma boa conversa de valor. Não desista porque é dificil, persista.

In my experience developing a plan for an audiovisual production involves several key steps. Transform your initial idea into a comprehensive concept. Explore topics, characters, locations, and visual styles. Visualize key parts of your film. Create a sequence of images or drawings that represent scenes, camera angles, and transitions. Plan each shot you need. Specify camera angles, movements, and details for efficient filming. Organize your crew and talent. Include contact information, schedule, and roles. Keep in mind, thorough pre-production sets the foundation for a successful audiovisual production. Whether it’s a short film, music video, or documentary, careful planning ensures smoother execution and better results!

Based on the feedback received, identify the key areas or skills that need improvement. This could include specific tasks, behaviours, or competencies outlined by your boss. Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals to address the identified areas for improvement. Each goal should be clearly defined, with measurable outcomes and a realistic timeline for completion. Break down each goal into actionable steps or tasks that you can take to achieve them. This makes the goals more manageable and provides a clear roadmap for implementation.

Here's an idea — show unfinished work and solicit feedback early and often. That way the feedback session turns into a collaborative co-designing process, so you get buy-in early, and you understand the thinking behind the critique. If you can't do that, make sure you have a paper trail of the changes you've implemented, and when presenting your v2, recognize that feedback, and how it got you to your next version.

I presented the revised content, outlining the changes made and the reasoning behind them. My boss was impressed with my initiative and willingness to adapt. We implemented the content, which exceeded expectations regarding engagement and conversions.

Understand that everyone makes mistakes. Be kind to yourself and recognise that learning involves setbacks. Show Appreciation: Thank your boss for the feedback. Expressing gratitude demonstrates maturity and a willingness to learn. Show Humility, if you made a mistake, acknowledge it. Apologise and focus on finding solutions.

With an actionable plan in place, necessary steps and changes are required to ensure that the plan is being executed effectively. Sometimes this process is a very tedious one thus it would require persistency and dedication to show positive changes, thus staying committed to it is the best way to go.

A unique rule in lucha libre applies during team matches (i.e., when a team's legal wrestler touches the ground outside the ring, a teammate may enter the ring to take his place as a legal competitor). Since the legal wrestler can step on the floor willingly, it is not necessary to tag a teammate to enter the match. This often allows for much more frantic action to take place in the ring than would be possible under standard tag rules.

As writers, we are always a work in progress. But sometimes it's good to check in with one self and see if one is still evolving. As long as you keep learning, you keep growing and that means your content strategy is also evolving. Feedback from your team and clients is important too, because it gives perspective to your work and ideally improves it.

Assess, adjust, and achieve. Annual employee reviews and one-on-one meetings with your direct report are great opportunities to assess your progress with your supervisor. It's also wise to have your own professional goals and benchmarks to monitor. Your supervisors don't always have the capacity, and you have the clearest idea of where you want to go in your career. Adjust your behavior based on your findings and start achieving big things!

Don’t ruminate on criticism. Instead, channel your energy into improving and applying the feedback constructively. Remember, constructive criticism helps you evolve and perform better. Embrace it as a chance to enhance your skills and achieve professional success

Revisit the SMART goals you set. Assess your current status in relation to these goals. Consider what actions you have taken since your last review. Identify what has worked well and what hasn’t. Keep a journal or log of your progress. Documenting your achievements and challenges can help you see patterns and make informed decisions.

No one is perfect so when you receive feedback, assess if you really need it. Sometimes people might give you feedback on a thing they didn't happen to understand. Next, if there is a chance that they don't understand, explain back to them your rationale of doing it the way you did it. Come to an agreement with them if they don't want something. But if there is a scope of improvement, do take time to figure out a path & make the change you wish to see. After all no matter who says what, we are to change what we feel needs change, whether work or life. Some feedback needs a small change & some, a big change. Do not change for the sake of someone's feedback. But always to make it better for yourself, if you think you must make the change.

Don't take it personally! Analyse criticism with as much objectivity as you can and that can be tough because as humans we obviously react with emotion at first and get defensive. So do a self assessment and honestly reflect on how much of the feedback is true, what you can do to improve and how the improvements will contribute to your own personal growth as well as organisational growth.

In 1942, lucha libre would be forever changed when a silver-masked wrestler, known simply as El Santo (The Saint), first stepped into the ring. He made his debut in Mexico City by winning an 8-man battle royal. The public became in love with the mystique and secrecy of Santo's personality, and he quickly became the most popular luchador in Mexico. His wrestling career spanned nearly five decades, during which he became a folk hero and a symbol of justice for the common man through his appearances in comic books and movies, while the sport received an unparalleled degree of mainstream attention.[7]

A shift in mindset is always helpful. If you can see criticism and feedback as an investment, then you’ll see that you’re still worth investing in. Worry when you’re no longer getting feedback.

Remember, your boss is invested in your success. Their criticism, even if delivered bluntly, is often meant to help you grow and contribute more effectively. By embracing feedback, reflecting honestly, and taking the initiative to improve, you can turn criticism into a springboard for professional development and impressive results.