What do you do if your feedback is not well-received in a professional setting?

Receiving feedback that is not well-received in a professional setting can be challenging, but it's important to handle it constructively. Firstly, remain calm and avoid becoming defensive. Take a moment to process the feedback objectively and consider the perspectives of the person providing it. Seek clarification if needed to fully understand the feedback and the areas for improvement. Ask questions to gain insights into specific issues and discuss potential solutions or changes that can address concerns. Focus on listening actively and showing a willingness to learn and grow Acknowledge valid points in the feedback and express gratitude for the input, even if it's difficult to hear Use the feedback as an opportunity for self-reflection

O objetivo nesse caso seria melhorar a comunicação e o relacionamento de forma profissional. Não há muito o que dizer, uma vez que somos adultos e entendedores. A questão é, "eu preciso dar feedback?". Se sim, estude! Feedback não é crítica, não é elogio, é uma construção, é melhoria contínua, saiba diferenciar, leia, aprenda, o caminho é esse.

When faced with the challenge of dealing with poorly received feedback in a professional setting, it’s paramount to respond with composure and empathy. Maintaining a calm demeanor is essential to defusing tension and promoting constructive dialogue. Actively listen to the other person’s perspective, acknowledging their emotions and concerns without interrupting. Focus your feedback on specific behaviors or actions, avoiding personal attacks or generalizations. Offer constructive solutions or suggestions for improvement, encouraging collaboration and ownership of the issue. Follow up with the individual to check on their progress and provide ongoing support. If necessary, be prepared to escalate the issue to a manager or HR

Active listening is integral to fostering psychological safety within a team. When feedback is met with resistance, approaching the situation with empathy and a genuine desire to understand the other person's perspective can create an environment where individuals feel respected and valued. This demonstration of emotional intelligence promotes a sense of security, encouraging open communication and vulnerability. By prioritizing psychological safety, you pave the way for constructive dialogues, where even difficult feedback can be discussed openly and used as a catalyst for growth and improvement.

Get really curious about what the person is telling you. Ask yourself why they are thinking what they are thinking? what might be motivating them. when you listen to them paraphrase what they are saying and play it back to them to make sure you have the full picture. This has the effect of: 1. Helping you ensure you have the full picture 2. Showing the other person they have been heard which builds trust 3. Allows you to dig deeper by asking powerful, open ended question to get to what the real problem is

Embrace the perspective that there may be valuable insights within the resistance you encounter. Consider whether there's a kernel of truth in the other person's response that you can learn from. This openness to feedback, even when challenging, cultivates empathy and strengthens relationships.

I've found focusing on seeking clarity is highly beneficial. Start by asking open-ended questions to understand the recipient's perspective and concerns. For example, you could ask, "Can you help me understand which parts of the feedback were unclear or unhelpful?" This approach shows your willingness to listen and understand their viewpoint. It’s also important to clarify your intentions behind the feedback, emphasizing that your goal is to support and improve the team's or individual's performance. This can help alleviate any misunderstandings and lay the groundwork for more constructive and receptive future interactions.

Firstly, prioritize maintaining a positive working relationship. Whether through agreeing to disagree or seeking a compromise, focus on preserving mutual respect and collaboration. Acknowledge that differing perspectives can enrich discussions and drive innovation.

First, I listen closely to understand the other person’s perspective, acknowledging their feelings without immediately jumping to defend my stance. This empathy paves the way for open dialogue. I reflect on my delivery—was it clear, constructive, and considerate of their situation? If misunderstandings arise, I clarify my intentions, emphasizing my aim for mutual growth. I also seek feedback on my feedback method, showing openness to learning and adjusting. Importantly, I maintain a positive, supportive tone throughout, reinforcing that my ultimate goal is to foster development and success, not to criticize. This approach often helps bridge gaps, turning initial resistance into a constructive conversation.