Here's how you can optimize your performance by handling feedback and criticism from your boss effectively.

Listening to understand and not just respond is important. Ask questions to ensure you clearly understand their feedback. Depending on the level of trust in the relationship good two way conversations present an opportunity to improve communication, expectations and understanding between one another.

I always say that feedback is like a fruit basket. If someone takes the time to give you a fruit basket, it means that they care enough to give you a gift. And what you DON'T do in response to a gift is start pulling out the bananas and pelting the giver with them because you hate bananas! You say, "Thank you" and you keep the parts you need. You shouldn't have a response for every piece of the feedback, absorb it, reflect on it, and then decide if bananas are for you or not. Personally, I only give feedback because I care, it's a gift and should be treated as such.

Listen carefully, ask for clarification if you are unsure, ask for examples of the behaviour being assessed. Do not respond immediately or defend. Be curious. Ask for time to reflect on the feedback and make another appointment to respond. Then take time to reflect and self-assess before following up to respond and plan for improved performance, if needed.

Not sure why I got a notification stating I’m an expert invited to contribute to this article. Firstly: I’m not an expert in anything, but I do analyse work situations often. Personally, I actually appreciate getting feedback. If you trust that your manager just wants you to be the best you can be, there’s nothing to fear or dislike. Everyone can always improve. If there is no trust, it can be tough to not become defensive. At present I feel I may be too defensive, due to a recent bad employment experience which has affected my confidence severely. I feel sad about it, as I feel less able to absorb feedback. But I’m aware of it, and I do trust my current manager. I hope one day I’ll be able to manage feedback better again. I’m trying.

Además de la intención de entender más allá de lo evidente, ver desde donde habla el responsable o la intención oculta si existiese; también debemos tener en cuenta el impacto que esta escucha activa tiene en el interlocutor, sintiéndose escuchado y respetado además de sentir que su información es valiosa. La escucha activa aportará información muy relevante para atender a la solicitud y no a la queja que el responsable ha hecho pudiendo empezar una conversación desde la asertividad.

All feedback including criticism, can be constructive - the key is to take time for candid reflection. First, pause. Give yourself time and space to carefully consider the feedback, and process your own thoughts and emotions. I find this simple journalling exercise an effective tool. Write down your answers to these questions: 1. What was the feedback shared with me? Note: Write down the factual information that was shared, rather than your opinion/interpretation of it. 2. How do you feel about what was shared? What are the thoughts and emotions you are currently experiencing? 3. What are any clarifying questions you would like to ask? The act of journalling can help you kickstart the reflection process.

Transform criticism from a dreaded experience into a catalyst for your professional growth by learning to reflect honestly. Acknowledge Your Emotions: It's natural to feel defensive or disheartened. Be aware of these feelings, but don't let them cloud your judgment. Honest reflection begins with emotional awareness. Identify Patterns and Areas for Improvement: Look for recurring themes in the feedback, which can help pinpoint areas where you can improve, making your self-assessment more accurate and actionable. Honest reflection turns feedback into a powerful tool for personal growth. By acknowledging your emotions and identifying improvement areas, you can elevate your performance to new heights.

Don't react but respond. Responding means acknowledging the point made and countering it with valid supporting points without getting defensive or anxious. Understand that people have different personalities and no one size fits all, so a trait being pointed out as a feedback is the other person's honest opinion based on his conditioning.

Remember that they are providing feed back on what you did, not you as a person, so you don't need to take it personally, but only your actions, which you can change. Consider why you did the action in question, think about alternate actions, how would the current feedback apply to those actions. Know Better, Do Better...

Seek clarification if you're unsure about any aspects of the feedback. Ask specific questions to gain a better understanding of what your boss is suggesting or expecting from you.

Well, seeking feedback is an art! Some of us tend to be sensitive to critical feedback as it looks more like a criticism. 1. Listen to the feedback with a neutral ear. 2. If there's no data, ask for the same. 3. Receive feedback on the basis of documents and analysis. If you don't receive it accordingly, ask for the same. 4. Be genuine with the question to understand rather than challenge. The tone while asking the question somehow also determines the next steps and actions. 5. Also, the question asked makes the person realise one's credibility.

Turn feedback into a constructive dialogue, not a monologue. Asking the right questions can transform criticism into a roadmap for your success. Seek Clarification: When you receive feedback, please ask for specific examples and details to ensure you fully understand and accurately address your boss's points. Explore Solutions: Ask about suggestions for improvement, which can show your proactive attitude and willingness to grow and provide clear steps to enhance your performance. By asking questions, you turn feedback into a productive conversation. Clarifying points and exploring solutions can help you leverage criticism for continuous improvement.

Le fait de prendre le temps d'écouter attentivement sans interrompre votre interlocuteur vous permet de saisir et de comprendre ses propos. Ainsi, à la fin de son discours, vous avez l'opportunité de clarifier et d'aborder tous les points qui vous semblent incompris, sur lesquels vous n'êtes pas d'accord, ou pour lesquels vous souhaitez obtenir des informations supplémentaires.

Aceptar con humildad que no somos perfectos, es la clave para permitir los cambios y mejoras en nuestra calidad humana, lo que permite a su vez, delimitar cuales son las áreas que requieren atención, lo que facilita preguntar al gefe o experto cuales son las acciones recomendadas para corregir esas áreas y poder tener un mejor desempeño, y mejorar los vinculos de confianza con el empleador.

Don't let feedback sit in your inbox—turn it into a blueprint for success with a well-structured plan. Set Specific Goals: Break down the feedback into actionable steps and set achievable goals to help you focus on tangible improvements and track your progress. Create a Timeline: Establish deadlines for each goal. A timeline ensures you stay on track and shows your commitment to quickly and efficiently addressing the feedback. Developing a plan transforms feedback into actionable steps. Setting specific goals and creating a timeline can systematically enhance your performance and achieve continuous growth.

It all goes by listen , reflect then establish reliable Plans!. Good Planning is a product of good data , and good analysis . With good listening practices, Honesty Reflection, planning become a game to conclude on!. In planning feedback is important , and this must be well gathered , analyzed , and reflected on . Real planning is meant to feed on the reflected on points of action.

Applying the Marine Corps Planning Process (MCPP) can effectively address areas of improvement highlighted by your boss. Begin with a mission analysis to understand the feedback. Develop specific steps, timelines, and success metrics during the COA development stage. Weigh options in COA comparison and select the best approach. Implement the plan with precision, using COA implementation. Presenting this structured plan shows initiative and provides a clear framework for tracking progress and accountability, aligning with MCPP's systematic approach to achieving objectives.

A goal without plans is a glove without hands. How this plan is constructed and enacted, however, will vary from mind to mind, as we all have varying talents and tendencies. Co-creating a concept of how ideal "success" would look/feel/smell/etc. is a great place to start. This will act as the North of my compass, and because investment is present for all stakeholders, I know this North is true. Now comes cartography. I may not know where all the mountains and rivers will show up, so the plan must remain flexible and be mapped with resilience. Calibrate regularly. Define times for checking your progress with others. Put this on the schedule and stick to it. Even a two-minute chat is evidence of commitment and can bring valuable insight.

Identify actionable steps you can take based on the feedback to address any areas for improvement or capitalize on strengths. Set clear goals and develop a plan to implement changes or make progress.

Feedback is only as valuable as the actions you take. Turning criticism into tangible changes is the key to unlocking your potential. Prioritize Actionable Steps: Focus on the most critical feedback and break it into specific, manageable tasks, which can ensure you're making meaningful progress and feel safe. Monitor Your Progress: Check in on your improvements and adjust as needed. Continuous self-assessment helps ensure that the changes are effective and lasting. Implementing changes transforms feedback into results. You can effectively enhance your performance and achieve sustained growth by prioritizing actions and monitoring your progress.

It is highly effective to deliver a plan to your boss that includes timelines and deliverables. If there are no hard deliverables and it’s about your attitude, you can communicate the things that you are doing to work on that including a coaching session that you just went to or even Therapy. Any good boss will respect that and appreciate your effort.

The most critical step is putting my plan into action. I start making the necessary changes immediately and remain persistent in my efforts. Change can be challenging, but consistency will lead to lasting improvements in my performance. I then implement the necessary changes. Drawing on my experience from various roles, I apply best practices and innovative approaches to address the feedback. Whether it involves refining program management processes or improving client-centric services, I ensure that these changes are executed effectively and efficiently. I keep my boss in the loop with regular updates on my progress, reinforcing my commitment to improvement.

Change is both constant and inevitable. Our choices can direct that change in a progressive direction and away from a harmful one. In some cases, a minor shift in behavior or language can make all the difference. Great! However, that's not always the situation. Implementing behavior change takes intrinsic motivation. Find what that means for you. "Because I was told to" often has an "I want to feel valued" or a "So I can relax at work" behind it. Hold that motivation close and tend to it. Keep it healthy. I give myself grace when I fail and celebrate the little wins. In communication, I keep transparent about my progress, remain open to further feedback, and avoid making promises I can't keep.

The most critical step is to put your plan into action. Start making the necessary changes immediately and be persistent in your efforts. Change can be challenging, but consistency will lead to lasting improvements in your performance. Keep your boss informed with regular updates on your progress; this transparency reinforces your commitment to improvement.

I think it's important to proactively ask for feedback on an ongoing basis, instead of waiting for quarterly or annual performance reviews. That makes it easier to address issues in the moment, so that they don't snowball. Often, the people who have to give feedback are as uncomfortable about it as those at the receiving end, especially when it's negative, and it's natural for people to avoid communicating it. There are often also cultural or personal differences in how people communicate feedback, and it's important to pay attention to these cues.

Feedback is important. Clearly defined goals and expectations provide a solid foundation for performance management. This ensures that everyone understands what success looks like and can align their efforts accordingly. Use SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) to set these goals.

Be sure you are prepared for feedback, constructive criticism, non-constructive criticism and make it known at the beginning of every business relationship. We build relationships and trust to be able to challenge our bosses in the future with psychological safety because we have established our integrity and sincere desire to accept feedback. Accepting doesn't always mean we have to agree with it, however, by acknowledging it and having a discussion on where it comes from and what both the individual and the boss can learn from, it has long term benefits.....bosses need to feel heard as well.

It is also important to notice the unsaid feedback. See how many times your work was changed. Ask the Boss to justify those changes. Argue out the positions. It's the only way to really learn.

Keep in mind that your boss is the primary person formally expected to provide you with feedback for your development; others might do so as a favor. So, be receptive to their inputs. Active listening is essential. When your boss gives feedback, really focus on what they’re saying without trying to justify. Understand their perspective, show that you value their input, and clarify where needed. Create an action plan. Don’t just listen and forget; take the feedback, reflect on it, and then map out concrete steps to improve. This not only shows your boss that you’re committed to developing but also helps you track your progress and stay accountable.

If receiving feedback puts your nervous system in a defensive state, you will be less likely to engage with the new information due to a physiology of threat. Additionally, the capacity for social connection with your boss/mentor is diminished. Flexibility in our nervous systems allows us to meet the demands of the environment- internal and external. Becoming aware of our Nervous system states through a Polyvagal lens can help us navigate the world in a way that we can receive and utilize feedback in a way that doesn’t impose a threat to our nervous system.

Receiving any type of feedback can be a challenge depending on how it is received and perceived. This can be from either person in the conversation. Clarifying questions are everyone's friend! First, try to create a trusted environment/space to have honest and productive dialogue. Then make it a point to ask those clarifying questions so everyone is on the same page. Then any type of improvement (for either party) may be heard in a way that will make a difference.

I strive for balance and fairness in my work, yet I'm often my own worst enemy and critic. It's ironic that while I would always strive for support of others, I turn the harshest eye to my performance. Before acting on feedback, it's crucial to right-size the situation. If you, like me, overanalyze feedback, here's what to do before responding to your boss: 1. Listening carefully means silencing your inner critic to fully hear the issue, its presentation, and the suggested correction. 2. Request specific instances to better understand the feedback. 3. Request to Reflect: Share your desire to reflect, format a plan, then present your strategy for improvement. By doing this, we can handle feedback constructively and grow professionally.