What do you do if your response to constructive criticism is defensive?

As soon as you realize that you are reacting with emotions to the constructive criticism, you should first stop and allow yourself to do that. Here’s how to manage this situation: 1. Recognize the emotion: Pause, then thoughtfully confess that you actually do feel defensive. 2. Identify the trigger: What were the particular things in the feedback that made you react this way? 3. Pause before responding: Give yourself a break and let your emotions come down. After that try to see the situation from the other side. 4. Reframe your mindset: Take every criticism positively as a lesson and perspective, instead of seeing it as an insult or personal attack.

It is never easy to receive criticism, however using emotional intelligence, you should cool your mind and receive it without feeling it personal. Just getting facts. In my experience that has worked for me.

When faced with constructive criticism, it's natural to feel defensive, but it's important to manage this reaction positively. Take a moment to pause and reflect on the feedback, considering its intentions and validity. Stay open-minded, viewing criticism as an opportunity for growth. Seek clarification if needed and focus on finding solutions to address the feedback. Practice active listening, expressing gratitude, and demonstrating a willingness to learn. If necessary, take time before responding to process emotions. Seeking support from mentors or trusted individuals can be beneficial. Ultimately, embracing constructive criticism with a positive mindset leads to personal and professional growth.

Listen fully Let the other person finish before you respond, and try to listen without formulating a reply or defensive response. Ask questions Clarify with the person providing the information what they mean just to be sure you understand it. Reflect thoughtfully Be the first to add your personal experience. Respond constructively and politely Avoid being defensive, aggressive, or sarcastic. Instead, thank the other person for their input, and explain your rationale, perspective, or evidence in a clear and concise way.

Example: During a performance review, a manager receives feedback from their supervisor about their communication style. Instead of becoming defensive, the manager takes notes, asks clarifying questions, and reflects on how they can improve their communication approach.

The most important thing to do should you feel defensive when you are being provided with constructive criticism should be to listen with rapt attention. 1. Give your full attention: Make yourself a master of the art of staying focused and being fully attentive when you are talking to the other person. 2. Keep an open posture: The point is that it demonstrates that you are willing to discuss your concerns with the other person. 3. Don’t formulate a response while listening: Work on how the speaker advanced their arguments, meaning the thoughts the speaker tried to spur you from this talk. 4. Ask for examples: This will help you to learn the feedback and prove that you are eager to know the feedback.

• Pause and process before responding. Take a moment to process the information. • Restate the feedback to ensure you've understood it correctly, restate it in your own words and ask if your understanding is correct. • Ask specific questions if the feedback is vague or unclear. Ask questions to understand the areas of improvement. • Seek examples or instances when the problematic behaviour occurred to identify concrete evidence of what needs to change. • Express appreciation regardless of whether you agree with the feedback. Thank the person for their input. Acknowledging their effort in providing feedback! • Follow up after receiving and clarifying the feedback, reflect on it and, if necessary, ask for a follow-up meeting.

When defensive feelings rise after receiving constructive criticism, it’s important to reflect objectively: 1. Separate feelings from facts: Enable yourself to feel that your reaction toward the words may be different of responses on the surface. 2. Review the feedback: Turn it into accessible goals that you would either get advice for or aspire towards. 3. Seek a second opinion: At times, the feedback can be understood in a different way by a person who is not concerned about the issue. 4. Create an action plan: Get to know what the feedback is talking about, initially, so that you can be in a position to take the necessary steps of improvements thereafter.