How do you handle feedback you disagree with in a professional manner?

Handling feedback you disagree with professionally requires finesse. Pause to reflect on its validity, seek clarification if needed, and actively listen without defensiveness. Express gratitude for the input, find common ground, and acknowledge differences respectfully. Provide counterpoints with facts and propose solutions collaboratively. Follow up to show commitment to improvement and view feedback as a chance to learn and grow.

When receiving feedback that you disagree with, it's important to remain calm and objective so that you can focus on understanding the perspective being offered. Otherwise, you would potentially miss to exercise empathy, understand the other perspective, and you never know unless you hear it completely if the feedback is meaningful and/ or, it touched an area you were unaware of! This way, you are engaging in dialogues and exercising 'respect of individual', thereby losing nothing just gaining and earning values.

Ouvir e respeitar a voz do mentor demosntra maturidade e resiliência. Devemos saber entender o momento certo para expressar o nosso ponto de vista sobre cada situação. Muitas vezes precisamos ter a consciência crítica para não dizer o que não vai nos beneficiar. Precisamos lidar com opiniões diferentes e de caracter pessoal pessoal de alguns lideres despreparados. Alguns se tornam líderes pela trajetória comercial, mas nunca aprenderam a lidar com pessoas. Ler muito e conviver com pessoas diferentes em ambientes diferentes nos ajuda a criar esse discernimento sobre dar nossa opinião, quando realmente ela será ouvida e respeitada.

Ask clarifying questions to ensure understanding. Thank the person, as feedback is intended to help. If disagreeing, do so respectfully using "I" statements. Provide your perspective calmly with evidence. Look for any kernel of truth in the feedback as a potential learning opportunity. Suggest compromises or solutions. If disagreement remains after explaining your stance professionally, agree to disagree agreeably.

Handling feedback that I disagree with in a professional manner involves several steps. First, I acknowledge the feedback with gratitude, showing appreciation for the perspective shared. Then, I take time to reflect on the feedback objectively, considering the points raised and how they align with my goals and values. If I still disagree, I seek clarification to ensure I fully understand the feedback giver's perspective. I then respond respectfully, expressing my viewpoint while highlighting areas of agreement and offering constructive suggestions for moving forward collaboratively. Maintaining professionalism, open-mindedness, and a focus on constructive dialogue is essential in handling feedback disagreements effectively.

Maintain Composure: Staying calm is key when dealing with feedback you disagree with. It’s natural to have an emotional reaction, but it’s important to not let it cloud your judgment. For instance, if you receive feedback that you find challenging, take a moment to breathe and process the information before responding. This allows you to respond rationally and professionally, fostering a more productive dialogue. Remember, feedback is about your work, not you as a person.

Dealing with the feedback you disagree with is always a challenge. Based on how you react on it - it can either lead to an argument or turn out as something beneficial for you. First reaction is 99% emotional and if you give in to emotions - you loose. Fist thing to do is to stay calm and give yourself a minute to breathe. It can be anything that distracts you from the emotions: - breathing practices, - sport activities, - just a simple walk in the park, - or even jumping in place. Once you do any item from the list you can feel how your negative emotions around this feedback dissolve and free space for really thoughtful actions. Structure this feedback in your head and add response for each part including gratitude for the feedback.

Before responding to a specific feedback that you disagree. First listen and reflect on the feedback without being offended Or defensive. Maintain a calm Expression and respond Professionally. Discuss your counter questions respectfully.

Absolutely, maintaining a calm demeanor is essential, especially during discussions or disagreements. It allows for clearer communication and a more constructive exchange of ideas. Taking a deep breath and focusing on maintaining a respectful tone can help keep the conversation productive and conducive to finding solutions.

Be honest with those you are having the discussions with, if you need more time to think through the conversation then make sure that is understood, even if it means getting back to the individual next day

Ask for Clarification: If feedback seems unclear or unfounded, don’t shy away from seeking clarification. Politely ask for specific examples or instances that led to the feedback. For instance, if a colleague suggests that your presentation lacked clarity, ask them to point out the exact sections that were confusing. This not only shows your willingness to understand and improve, but also ensures that the conversation is based on facts, not just impressions. Often, this can clear up misunderstandings and lead to a more constructive relationship with the feedback giver.

Seeking clarification is always pivotal in your professional journey. Once clarified, present the facts that guided in taking your decision. This would give your point of view and help ease out understanding the feedback.

I never tried to be blunt while disagreeing with someone. Definitely we must give another change to get clarity on the point of view given by the other side..

As it is said, restate to confirm. Try to ask for clarification on the feedback. Getting more details on the feedback will help to focus more on improvement areas. Ask for specific examples so that things get more clear. For example, if someone says you lack strategic thinking, you can ask for specific examples where the giver felt that. To counter in a polite way you can mention example where you actually showed that skill to have a meaningful discussion. And if that is true then anyways you got a point to improve yourself.

The performance feedback received from the manager should always be taken in a positive manner. The feedback is always given for building your capability, improving capacity to take more and preparing oneself for a higher / strategic role in the future. Rather than a disagreement with feedback, I suggest one should have a conversation with his / her manager on following - a. What are the areas of opportunities for my development? b. Can I prepare my development plan and re-connect with you ? c. Can you help me in taking some small projects during the year, to demonstrate the learnings from the development plan? d. Can I block your time every quarter to review my improvement as per the agreed development plan?

Now this is the most important part, how do we take the feedback and what do we do with it. Self reflection is very important. Never take it personally but rather focus on points you can take from the feedback to improve. If the giver of the feedback is someone you trust, then also ask them on what you should do to improve or work on that feedback. Try to spend that "me" time on the feedback to chalk out your action plan. Having said that if the feedback you received is completely not relevant then don't let it affect you and just ignore and move on. Don't hold on to that as that might affect you negatively.

Practice Objective Reflection: After receiving feedback, it’s important to reflect on it objectively. This means separating your personal feelings from the content of the feedback and considering the validity of the points raised. For example, if you receive feedback about your leadership style, don’t take it personally. Instead, objectively assess the feedback and consider whether it can help you improve. This step requires honesty and self-awareness, but it’s a crucial part of personal growth and professional development.

Le 5eme accord toltèque ! Être sceptique avec son propre opinion et ses croyances. Pour moi un leader, d'une part ne tombe pas amoureux de ses idées et d'autre part, sait solliciter les autres pour avoir un autre point de vu sur la situation.

By being calm, empathetic and objective while receiving feedback, you are Empowering Yourself to REFLECT on the specific points observed and consider if there are valid insights or areas for improvement (afterall we all accept the importance of continuous learning and improving). This approach will allow you engaging in constructive dialogue and growth, regardless of differing viewpoints.

In articulating my viewpoint, I prioritize clarity, respect, and professionalism. It’s about presenting my rationale in a way that invites dialogue rather than confrontation. For instance, I might say, “I understand where you’re coming from and appreciate your insights. Here’s why I approached it this way…” This approach allows me to explain my perspective without diminishing the other person’s feedback.

Share Your Perspective: After you’ve processed the feedback, it’s time to share your perspective. Do this in a respectful and professional manner, explaining your rationale without being confrontational. For instance, if you receive feedback about a decision you made, explain the factors and thought process that led to that decision. This can provide insight into your actions that may not have been apparent initially. Remember, a professional dialogue is a two-way street that can lead to mutual understanding and respect.

Even if I disagree with the feedback on first receiving it, I try to step back and consider my bias and their perspective. To understand if the feedback might be valid in spite of my initial reaction. I try to get a little more curious about the feedback and ask questions or for them to be able to provide examples so I am able to focus on what they are trying to to articulate rather than how they deliver it. One phrase I use is - thanks for the feedback so I can understand your perspective more can you give me an example of where I have…. When they can give clear examples of the behaviour I am about to then reflect and decide if I need to adjust anything I am doing/ saying. Sometimes it is me and sometimes it’s not.

Always maintain rapport if you want your perspective to be heard. Here are 3 responses to utilise which will ensure you maintain rapport: "I agree with..., and...", or "I respect..., and..." or "I appreciate..., and..." Deliver your message clearly, preferably using their predicates, and be in a positive state.

Approaching the issue from different viewpoints is crucial for a comprehensive understanding. One perspective might prioritize swift action to resolve the problem efficiently, while another could advocate for a more thorough analysis to ensure the selected solution addresses the root cause effectively. Both viewpoints offer valuable insights, and finding common ground between them can lead to a balanced approach. By considering various perspectives, we can cultivate a more nuanced understanding of the problem and develop solutions that are both timely and well-informed, ultimately enhancing the overall problem-solving process and promoting collaboration within the team.

We all have different opinions and perspectives. Sometimes disagreeing or receiving a feedback that you don't like help solve a problem if you are flexible and agile enough to accommodate the differences. Remember! You're not always right.

Agreed. Moving forward, let's focus on gathering all pertinent information to fully understand the issue. Once we have a clear picture, we can collectively brainstorm potential solutions and evaluate them based on their feasibility and effectiveness. Let's aim to maintain open communication and collaboration throughout the process to ensure that everyone's input is valued and considered. By working together towards a common goal, we can address the problem effectively and implement a solution that meets the needs of all stakeholders.

Absolutely agree on next steps and when you’ll speak again about progress. Ensure that you do r go into an annual review without following up on the feedback.

Feedback is generally given under these circumstances 1. High point of experience with product, service or performance 2. Low point of experience with product, service or performance 3. Part of the job Knowing under which circumstance the feedback is being given helps channelize your thoughts. Even if the feedback is unacceptable, understanding the perspective helps to stay calm and be focused on the outcome that is expected from the feedback.

Having someone share constructive feedback with you can be a stressful surprise. However, it is important to remember that feedback is kind. If that person didn't want to see you succeed, they would not take the time to invest in your professional development. If you need to take a moment to collect yourself and reflect on their thoughts, thank them for their perspective and ask to arrange a meeting the next day to discuss further. This allows you time to process what has been said, begin to remove the emotion from the situation, and reflect on how you want to see partnership moving forward.

Any feed back is a good feedback. There is disagreement only if all our some of the data presented is incorrect or incomplete or if the perspective is not understood clearly. I am would seek more information on the reasons for that feedback and discuss specifics rather than dwell in generalities. Again, by coming out clearly on the disagreement and articulating reasons for disagreement can bridge the communication and the perspective can be better understood. Improvements are to be accepted with open mind and corrective actions of necessary is to be charted out for professional growth.

Though sometimes uncomfortable, this type of feedback can prove to be very helpful to you if you are prepared to receive it in a not too personal way and are able to stand back and see the bigger picture that is emerging for you and the changes you need to be making to either fit into that environment or maybe, move on the higher/better things.

When receiving feedback, there are a few factors to determine if this is THE feedback you need to do anything with. - Is this feedback valid? - Is this feedback I'm interested in doing anything about (check mindset!) -When disagreeing with the feedback, step back and ask yourself "is there somewhere where truth may exist in this?" Sometimes, feedback can be seen as just opinion sharing. But before dismissing if altogether as wrong, check yourself first to find out if defensiveness is getting in the way of actually receiving the feedback.