Wie können Sie Feedback nutzen, um Ihre emotionale Intelligenz zu verbessern?

Why do we want feedback is the most important question - most people will say we want feedback to improve ourself but the fact is - most of the time when we normal human beings ask for feedback all we really want to hear is how good we are, how good our presentation / speech etc etc was and how there is no one better than us. STOP right there if the above is correct....... because it will actually harm us and our relationship with others as when people don't tell us what we want to hear, we all know what happens

Emotional Intelligence (EI) is the ability to manage both one’s own emotions and understand the emotions of people around us. Feedback both of formal and informal nature enables a more balanced approach to ensuring one’s action and behaviour are conducive in a Team culture .

Asking for feedback from colleagues or supervised employees is the best way to improve your work and see others’ point of view.

One way to improve emotional intelligence is being self-aware of your own emotions and emotional responses. Have an open mind and heart to listen to what is being shared. Seek advice from those individuals you 100% appreciate. Understand that everything shared comes from the heart, the person sharing this feedback with you may even have a harder time expressing it. Keep it real with yourself, be present, ask yourself if you really want to hear both positive and negative feedback, ask yourself if you are ready, because at that moment everything around you can greatly improve your emotional intelligence or make you feel you are in the pits. Remember that being uncomfortable is part of growth. Give yourself grace to digest it all.

Actively seek feedback from others, such as colleagues, friends, or mentors, about your interpersonal interactions and emotional responses. Ask them for their honest opinions and observations. After receiving feedback, take time to reflect on it. Analyze specific situations or interactions where your emotional intelligence or lack thereof may have played a role. After identifying areas for improvement make a conscious effort to practice changes in your behavior and emotional responses. Some Suggestions: Practice active listening Develop better self-awareness of your emotions and triggers. Work on managing emotional reactions in stressful situations Work on conflict resolution and constructive feedback conversations

Listening to feedback with an open mind, as emphasized by Daniel Goleman in "Emotional Intelligence," is crucial. This involves understanding the perspectives behind the feedback and not just hearing it. With this approach, feedback is transformed from critique to a valuable tool for enhancing emotional intelligence. This approach not only improves interpersonal relationships but also contributes to personal growth.

My first learning in life was that there is no enough listening! I have met one or two people in my life who really practiced active listening regularly. Put down your ego, understand that feedback is always valuable regardless if it’s true or false feedback. It’s also valuable whether negative or Spotify feedback it’s! This is the moment that you need to listen with your soul, take a deep breathe 🧘♀️ and say thank you! I highly appreciate you taking the time to provide me a feedback. Utilize the skills you learnt to ask clarifying questions as much as possible, take notes and ask for developmental suggestions. Later after you have time to sit with yourself, bring these notes and start looking at them and thinking fairly on what’s next.

Work feedback is not personal judgments but subjective visions that people have based on their experiences, and should be understood as such.

In my experience feed-back can be very useful but the receiver needs to keep it in context. As you are listening to the feed-back try to see the other person’s perspective. Clarifying the feed-back by asking for specific examples can be helpful. Don’t react right away, just listen and ask questions. After that you can process the feed-back and come back with a plan — the plan shows that you are taking the feed-back seriously even if you disagree with some of it. Stick to the facts and data and ask the person giving the feed-back to do the same if possible.

HOW YOU ACCEPT CRITICISM —is a key insight into your own relationship with YOURSELF. A litmus test of your true grit and resilience. Ask: “When someone gives me constructive feedback…am I usually…?” 1. Offended? 2. Dismissive? 3. Anxious? 4. Angry? 5. Defensive? If you answered yes to the above questions, that’s the signal from the universe to INVEST IN YOURSELF: 1. Therapy. To process past emotional traumas and develop self esteem. 2. Education. To develop mastery, and discernment – – so we may filter the criticism and apply the truly good advice 3. Peace. To understand that we are all on a journey—-NONE of us has truly arrived 4. Inspiration. To develop enough enthusiasm to pick a different path. 5. Forgiveness 💝

I think it's not just about processing feedback internally, but also about having a trusted mentor or coach to help you interpret and act on the feedback effectively.

Na carreira em gestão é fundamental saber ouvir críticas, um líder que não não sabe ouvir críticas certamente terá problemas em liderar a sua equipe. Se despir de vaidades, ego e compreender que estamos todos em construção e que sempre existe uma oportunidade de sermos melhores, ajuda muito nesse processo. Ouvir, digerir e somente se posicionar após amenizado o calor da emoção, é uma ótima estratégia.

Our initial instinct to become defensive can cause feedback to lose its effectiveness. We might say to ourselves, "They're just angry because I didn't give them the project they wanted," or "They never have anything positive to say." While the statements may hold some truth, it is essential to recognize that the feedback we receive is often subjective and influenced by each person's perspective, a perspective we have asked them to share. We are all naturally biased towards our self-interests. To overcome this, it is important to reflect on the feedback and use it to improve our interactions with their perspective in mind.

Fostering a culture of open communication within your team can enhance the effectiveness of feedback. Encouraging team members to provide constructive feedback not only on individual performance but also on team dynamics can offer valuable insights. Collaborative reflection sessions, where team members share their perspectives, can lead to a more comprehensive understanding of emotional intelligence within the entire team. This approach promotes a collective effort towards improvement and strengthens the overall emotional intelligence fabric within the organizational culture.

Practicing self-awareness by identifying emotions in various situations helps us in better understanding and managing them. Seeking diverse feedback gives different perspective to gain a comprehensive view of emotional responses and behaviors, fostering empathy and better interpersonal relationships in decision making and in enhancing services.

Acting on feedback involves actively incorporating lessons learned into daily interactions. It's about consistently applying new approaches, reflecting on progress, and acknowledging milestones to reinforce positive changes in emotional intelligence. This ongoing cycle of improvement contributes to lasting personal and professional growth.

Asking, listening, and reflecting on feedback is important, but if one does not choose to act on it then it is all in vain. Prioritise areas with the biggest deficit, or those of the greatest personal/professional importance. Use a mentor or coach to help you implement change and later, monitor your progress.

Acting on feedbacks is a vital step in improving emotional intelligence. Collecting and acting on the feedback received demonstrates our commitment to growth and development in managing emotions and relationships effectively.

The most important thing to do about feedback is to act on it. What's the point of receiving feedback if you cannot work on it? Acting on a feedback start by prioritising which areas you need improvement on according to the level of importance. Now, break each area down and start working on them. Seek mentoring and coaching.

A crucial aspect of feedback is applying the recommendations, like one would to benefit from an audit. It means making the appropriate adjustments. A diagnosis with recommendations that are not implemented leaves the situation at risk of decay. Imagine being given the right medication and not taking it. Aligning the feedback with the appropriate application of the recommendation or information received will help in making the adjustments for helpful improvement, including improving emotional intelligence.

Reciprocity is key. Provide constructive feedback to others, honing your ability to express observations tactfully. This fosters a culture of mutual development.

Consistency is the key.After receiving feedback, analysing,reflecting and acting on it on a regular basis only, will improve the EI we are seeking.Giving room for feedbacks and working on it consistently is the most progressive perspective for better management.

Continuous improvement is essential. Regularly seek and incorporate feedback, reinforcing a growth mindset. Adaptability is a hallmark of emotionally intelligent individuals.

The measure of a physician is excellence & marginally based on likability and being agreeable. Physicians who don’t like each other will refer to the other if they believe the other physician is the most competent option. Conversely, when you reach the C-suite or board level in industry competence is assumed. Likability and being agreeable are the backbone of these relationships. This dichotomy was striking when I entered industry. I had become a department chair with an EQ of almost zero because I was a good doctor. Success in business requires effort and investment in being relatable, kind and agreeable. There is little room in industry for a competent but aloof leader. We should impart this to trainees not just excellence.

In my healthcare management journey, a pivotal moment unfolded during a major change initiative. Despite careful planning, my team unexpectedly resisted the proposed changes. Instead of reacting, I sought feedback. Conversations revealed their fears about disrupting workflows and uncertainty about their roles. This taught me that emotional intelligence involves understanding others' emotions. I adapted, focusing on transparent communication and support. Acknowledging their concerns built trust and reduced resistance. This experience shaped my leadership, emphasizing the importance of empathetic listening and adaptability in fostering collaboration in healthcare management.

Consider to include the importance of cultivating a growth mindset when it comes to EI, seeing each piece of feedback not as a criticism but as an opportunity for personal development.

Beyond direct feedback, observe and learn from interpersonal dynamics. Stay informed about the latest psychological theories and tools related to emotional intelligence. Attend workshops, read relevant literature, and leverage technology for self-improvement. Staying updated ensures your emotional intelligence evolves with the latest insights in the field.

The measure of a physician is excellence & marginally based on likability and being agreeable. Physicians who don’t like each other will refer to the other if they believe the other physician is the most competent option. Conversely, when you reach the C-suite or board level in industry competence is assumed. Likability and being agreeable are the backbone of these relationships. This dichotomy was striking when I entered industry. I had become a department chair with an EQ of almost zero because I was a good doctor. Success in business requires effort and investment in being relatable, kind and agreeable. There is little room in industry for a competent but aloof leader. We should impart this to trainees not just excellence.