How can you improve your performance by soliciting feedback and coaching from others?

By asking for feedback from others, you may learn that you come across differently than you thought. It also helps to learn when you need to adjust the way you communicate with different members in your team. Taking into account their personalities, they may need a very different approach.

Feedback is really important to me from my public speaking engagements. Positive or negative , that Feedback allows me to fine tune my talks for the future.

In my experience, it helps to clearly ask for honest feedback. Ask about what you already do well and in what ways you can get better, so that you focus on reinforcing what goes well and learn what could be better.

When you receive negative feedback, it can be a challenge not to be too hard on yourself. It is important to consider it as a learning process. Ask for concrete examples so you can take a step back and observe what is or was really going on. Reflect on what you could do differently next time you are in a similar situation.

In my experience, it also helps to think of any feedback as someone’s opinion. Not everyone is emotionally equipped to give constructive feedback, so do not take it for its face value. Reflect on it, and reserve the right agree or disagree with it. And you can chose to work on it when you feel it’s the right time for you. And share your thoughts with the person who gave the feedback as well.

Managing negative feedback and coaching is pivotal in nurturing growth and development. We should start by approaching feedback with an open mindset, honing in on the value it presents for improvement. We ought to highlight active listening, recognition of concerns, and empathetic engagement. Collaboratively, we can define clear objectives, work on actionable solutions and offer constructive guidance in the process. It's important to bear in mind that our goal is to establish a supportive ecosystem that fosters ongoing learning and personal advancement.

Don't argue if you don't have facts and figures. Listen to them calmly and thank them by assuring that you'll definitely work on it. Keep learning and trying; mistakes help you grow.

An example i have seen is many managers give feedback to employees without clarifying whether they went wrong ,which makes situation more worse. Its very important that When giving negative feedback , A set of example what we say is Critical incidents are important so that employees reflect back on what went wrong and which necessary areas can be improved with proper coaching.

Having worked for over a decade, I find that even on projects where I did well, it's important to still receive feedback. This is great for personal motivation and to elevate the expected level of excellence.