Here's how you can navigate feedback and criticism like a pro.

I always encourage my executive coaching clients to view feedback as information. It is not always a matter of whether it is right or wrong/ correct or incorrect. As with any source of information, you get to decide what you take from it and what you leave behind. Ask yourself: What can I learn from this feedback? What might I consider doing differently so I can have a more powerful result or make a stronger contribution to my team or my organization? Be open to the possibilities.

An old boss of mine once said to me 'Perception is reality'. Never is that more true than in relation to feedback. It is easy to say 'but that isn't me' when receiving some feedback you don't agree with, but you must always separate your internal view from how others may be perceiving you. It doesn't mean the feedback you receive is necessarily accurate, but what is giving you, assuming it is given in good faith, is how others see you. For me this was a game changing moment when I started to realise that what I was trying to say/do was received very differently than it was intended to be.

Navigating feedback and criticism like a pro starts with embracing the right mindset. View feedback as an opportunity for growth and improvement rather than a personal attack. Adopt a growth mindset that sees challenges and critiques as chances to learn and develop your skills. Recognize that even the most successful professionals receive criticism, and it's a natural part of the learning process.

Embracing feedback goes beyond just adopting a positive mindset; it's about aligning your entire being - thoughts, emotions, and behaviors - to see feedback as a catalyst for growth. Hearing that we’ve made a mistake often triggers an emotional response because it challenges our need for positive reinforcement. However, the key is to genuinely believe in the benefits of feedback. To navigate this, ask yourself: What are the advantages of this specific feedback? Identify and focus on these benefits until they balance out the negatives. This holistic approach, inspired by the Demartini process of balancing perception, ensures that feedback is not just tolerated but embraced as a valuable tool for personal and professional development.

In 20 years of coaching leaders and athletes, I have found that the best way to take and use criticism positively is to celebrate it. Criticism helps you grow but to grow, you have to neurologically rewire the brain to see this as a springboard, not a pothole.

I’ve realized that great feedback can be a game-changer, but it’s not always easy to receive. You’ve got to seek clarity. Ask questions. Don’t just nod along. Show you’re engaged and genuinely want to understand. This not only helps you get the specifics but also shows you’re serious about growth. Clear understanding leads to effective action. Embrace feedback as a tool for improvement, and watch it transform your skills and strategies.

When receiving feedback or criticism, it's crucial to seek clarity to ensure you fully understand the message being conveyed. Listen actively and attentively to the feedback without interrupting. If something is unclear, ask specific questions to gain a deeper understanding of the issue. Request examples or concrete instances that illustrate the point being made. Paraphrase the feedback in your own words to confirm your understanding and show that you're engaged in the conversation.

Asking specific questions to clarify any general statements helps ensure understanding of the exact areas needing attention and the expectations for change. This prevents misunderstandings and allows you to focus efforts on making precise improvements. Clarity allows you to address feedback accurately and efficiently.

When receiving feedback or criticism, it is crucial to seek clarity to fully understand the perspective being offered. Ask specific questions to get detailed insights and examples, ensuring you grasp the given feedback's various nuances. This demonstrates your commitment to improvement, prevents misunderstandings, and allows for a more constructive and focused response.

In my experience seeking clarity only solidifies the understanding of the message. By asking questions you ensure the interpretation was correct. This helps the person fully grasp that you were actively listening and engaged. This is what feedback truly is.

Controlling your emotional response is key to navigating feedback and criticism professionally. Take a moment to breathe and process the information before responding. Avoid becoming defensive or argumentative, even if you disagree with the feedback. Instead, respond calmly and professionally, thanking the person for their input. If you need time to reflect on the feedback, it's acceptable to say so and schedule a follow-up conversation. Remember that your response to criticism can greatly impact your professional relationships and reputation.

Response inhibition is a key executive function that helps improve self-discrimination, resilience, and the ability to overcome challenges. Mindfulness, a balanced diet, a supportive social circle, and a clear focus on your health ensure that your personal successes transfer to professional ones. Learning to control your response in the face of adversity is a highly valuable skill, no matter how you cook it.

I have also heard to have open body language when responding. Not closed off body language. It signals to the other party you are listening and appreciate their feedback. I always like to seek clarification in an open way. Maybe take some time (a day) to respond back so I can process the feedback and reflect.

Managing your emotional reactions is essential when dealing with feedback. Take a moment to breathe and process the information before responding. Maintaining a calm and composed demeanor shows professionalism and a willingness to engage in meaningful dialogue. By controlling your response, you can approach the feedback objectively while creating a positive atmosphere for further discussion and growth.

Emotion regulation will help you absorb feedback and avoid interpreting it as only criticism or a threat. To remain calm and in control and prevent distress due to emotional arousal, breathe in while silently telling yourself a statement that signals you are safe and able to cope effectively. An example is: Silently saying in your mind--- (breathing in)--- "I am in control and curious to understand this information, so relax." ---(breathing out) This is known as effective rethinking and paired relations, a technique used in psychology for stress management. To the extent you can, remain curious rather than defensive. Ask for specific examples, the impact, and what you might do differently for a FeedForward approach.

After gaining control over your initial reactions to feedback, carefully sift through to identify actionable insights. Focus on elements that align with your professional objectives and can realistically be implemented. This selective approach helps you convert feedback into specific, useful steps for development, allowing you to make precise adjustments that enhance your skills and work performance.

Take time to dissect and understand feedbacks. Determine which parts are constructive and actionable, and identify any potential biases or misunderstandings that may influence the feedback. Reflect on how this feedback aligns with your goals and how it can be implemented to improve your performance. By analyzing feeback in depth, you can prioritize areas for development, implement changes effectively, and ensure that your actions are aligned with your overall objectives. This thorough analysis helps convert feedback into practical steps for improvement.

Analyse the feedback you receive critically. Identify recurring themes and areas for improvement. Separate constructive criticism from less useful comments. By thoroughly analysing feedback, you can pinpoint specific actions to take. This analytical approach ensures you make informed decisions on how to improve.

Analyse the feedback you receive critically. Identify recurring themes and areas for improvement. Separate constructive criticism from less useful comments. By thoroughly analysing feedback, you can pinpoint specific actions to take. This analytical approach ensures you make informed decisions on how to improve.

Develop a clear, actionable plan to address the key areas identified. Set specific, measurable goals to track your progress. Regularly review these goals and adjust your strategies as needed to ensure continuous improvement. Effective implementation involves commitment and persistence, as well as openness to ongoing adjustments based on new insights or results. By systematically applying changes, you demonstrate your responsiveness to feedback and your dedication to personal and professional development.

After understanding the feedback given and responding appropriately, the next step is to take action. This starts with developing a clear plan to address the points raised, incorporating specific changes into your daily practices or behaviors. Demonstrating a proactive approach to implementing feedback improves your performance and reinforces your commitment to continuous improvement and excellence.

Here is what I’ve done. Once I have analyzed the feedback and removed myself from the equation. I can objectively understand what it was that needed to be changed. Here is where I would create an action plan to set forth the changes slowly but surely. These steps highlight your abilities as a resilient leader committed to excellence.

Take actionable steps to implement changes based on the feedback. Develop a plan to address the areas highlighted and set measurable goals. Demonstrating a willingness to act on feedback shows your dedication to growth and improvement. Implementing changes reinforces your ability to navigate feedback constructively.

Bouts of follow ups in between Feedback sessions optimizes Feedback. We can also refer to them as mini Feedback sessions. They could be casual and random while the main Feedback sessions are very much scheduled. They actually salvage the people involved and the work outcome as well.

I learned early on in my career about emotional intelligence. The quick and dirty point is to not take things personal.. I know...I know...but you can train your nervous system to shift into neutral, take a higher view an assess any situation. Lately I have been playing with a negotiation prompt I created that is based on the model of Chris Voss that helps me sort out win/win situations.

Sometimes figuring out why someone would see what you did or said differently is valuable insight. Think of it as an expanded form of communication. How many times have you said something to a group and found out later that people came away with different messages? Same with work output or other activities.

When feedback comes out of the blue and totally surprises you, it can be a sign that you are not spending enough time reflecting on the impact your behaviour is having, both positively and negatively. Try to build in just 5 minutes of reflection at the end of each day to determine what went well, what didn't go so well, what you need to do more of, and what you need to do less of. This will ensure you are already aware of any feedback you may get and help you to already have actions in mind, it will also ensure you don't react defensively.

The ability to objectively reflect is key to any leader effectively responding to feedback. Whether you agree with the feedback or not, there is always at least one nugget of insight as to how you are showing up to others around you. Regularly setting aside time to reflect provides leaders with the space to look at themselves and how they are handling situations. If at first you do not see the point to the feedback, think of how you would advise a close friend who received the same feedback and wanted to make changes. What would you say to that friend?

Here are some things which help me deal with criticism: 1. Say thank you for sharing — it is a gift even if it comes in rough; 2. Separate facts from attitudes and emotions. It's very rewarding to recognise facts for what they are, filtering emotions out; 3. Admit your own emotions to yourself and create a safe space for them to appear, flow and disappear. It may be tough to listen to criticism and it is very healing to let yourself live through frustration, anger or whatever appears in a safe environment; 4. Check and identify the real intention you put in the behaviour which led to criticism. Is it healthy by itself? 5. Identify what provoked criticism. This may help understanding if and what needs adjustment going forward.

Be sure to distinguish between feedback on a point-in-time event and feedback on repeated and regular behaviour. We all have bad days. But if the feedback keeps coming up, it is worth reviewing for action.

The most important element in a Feedback is in my opinion the way the feedback is being delivered. There is a lot of judgment and a bit of aggression that usually accompany Feedback. The worst form of Feedback delivery is the passive aggressive in my opinion. The fact that aggression is masked actually makes it more painful.

When receiving feedback on areas for improvement, it's crucial to stay objective and avoid personalizing the situation. It's essential to analyze the situation in an unbiased manner, without letting emotions cloud your judgment.

Feedback, especially negative ones always sting. It is a natural human behavior. And yet, without feedback, we will stagnate and not grow. "Your most unhappy customers are your greatest source of learning." Bill Gates. So here's 3steps we can take to navigate feedback and criticism like a pro: - 1. Thank the person. Thanking them is recognizing the risk they have taken to provide you the feedback. And in turn, they might share more and we might learn more. 2. Don't be defensive. Be reflective. Stay open, be curious and ask questions to understand the feedback and criticism. 3. It's not personal. It's just feedback. This helps us to be objective and maintain the posture of learning. Hope that helps!