A continuación, te explicamos cómo puedes navegar por los comentarios negativos en situaciones de resolución de conflictos.

To navigate negative feedback in conflict resolution, stay calm and open-minded, avoiding defensive reactions. Listen actively, fully understanding the other person's perspective, and acknowledge their feelings to build rapport. Clarify the feedback by paraphrasing and asking questions. Take responsibility if the feedback is valid, apologize if needed, and focus on finding collaborative solutions. Afterward, follow up to ensure the issue is resolved and the relationship is improving. This approach turns conflict into an opportunity for growth and better communication.

Feedback is a gift. Not knowing what you could do to become better gets you nowhere. Being told what you are doing well (positive feedback) is nice, but just reinforces your natural behaviour. Being told what you can improve is empowering. Feedback is a gift given to you by someone who cares about your professional development. Why would you turn down a caring gift?

La reconnaissance de l'autre en tant qu acteur utile repose sur ce que l autre a dit ou fait , les conséquences utile sur soi , le ressenti sur soi En tant qu acteur du contre productif sur ce que l autre a dit ou fait , les conséquences contre productives sur soi , le resssenti en soi La légitimité de point de vue , d action et d intention se combinent avec s nos limites en matière de connaissance , nos limites de pertinence et nos limites de compétence

"Once at work, managing negative feedback effectively can transform challenging situations into growth opportunities. By actively listening to concerns and staying objective, I’ve found that addressing feedback constructively not only resolves conflicts but also enhances team dynamics. For instance, in a recent project, focusing on collaborative solutions with my team helped us overcome a major disagreement and improved our overall performance."

Always try to be PROFESSIONAL over EMOTIONAL. Of course our instincts are to take offence or become sad if we are given negative feedback. But this feedback provides you with a chance to self-reflect, to learn and improve yourself. This should lead to positive, happy emotions when you do improve. So don’t dwell in your negative thinking - someone just gave you a gift, and that’s nothing to be negative about!

Accepter l autre en tant qu autre , reconnaître son ignorance , sa confusion identitaire et sa maladresse sont les fondamentaux une posture adaptée pour ne pas donner prise emmotionnellent au conflit . Le conflit en soi précède toujours le conflit avec l autre

According to my experience, navigating negative feedback requires a balanced approach. Embracing feedback with an open mind and clear communication has proven invaluable. I recall a situation where I received critical feedback on a project; by focusing on the facts and working together to find solutions, I was able to turn the feedback into actionable improvements, leading to a successful project outcome and stronger professional relationships.

A good strategy to demonstrate that you have been actively listening is to repeat some of the things that have been said to you, and to build on these statements as you discuss.

convient il de s exprimer sans utiliser les déclencheurs de conflit que sont les prêts d intention , les jugements et les contraintes . Utiliser l alteroncentrerage , la restitution de sens et de comportement , le raisonnement aporétique , la technique Fcr permet de maintenir une relation sans déclencheur de conflit et qui permet aussi d accompagner l autre dans la prise de conscience rationnelle de son comportement

A professional utility I have found in handling negative feedback is its ability to foster personal growth and enhance team collaboration. By accepting feedback gracefully and working with others to address concerns, I’ve seen significant improvements in team morale and effectiveness. For example, implementing suggestions from team members has led to more innovative solutions and a more cohesive working environment.

The feedback has been directed to YOU, it is personal, and you therefore have to accept its ownership. “I understand what you are telling me” or “This makes me sad to hear” are much better than “This is useful” and “This could be considered negatively.” Be clear and own your statements.

Replacer sa communication avec rationalité exprimer les faits les conséquences et le ressenti permet de cadrer et de recarder sa relation avec l autre et avec soi . L étude sic et la compréhension de son schéma transactionnel sont vivement recommandé pour prendre conscience de sa manière de recevoir , traitée , émettre sa communication et de nos zones d interprétation et de surenchère .

Don’t focus on single ‘take-it-or-leave-it’s solution suggestions. Brainstorm about a range of potential actions, put them all out on the table and discuss a negotiation to arrive at an actionable plan.

La trajectoire est bien évidement de s'adresser à l'autre avec m alterocentrage et le conditionnel pour favoriser le passage du doute émotionnel vers le doute rationnel . Le langage attributif , le raisonnement aporétique , l'usage du merci et de la reconnaissance contribuent à ouvrir la prise de conscience