Posts Tagged ‘receiving feedback’

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Leadership: How do You Respond to Constructive Feedback?

Feedback is the breakfast of Champions” Ken Blanchard

Can you recall the last time you received some constructive feedback whether at work or in your personal life…….how did you react to it?

Let us face it – receiving feedback, especially that which is developmental and in the ‘needing some work category’, isn’t always easy.

No matter how well intended it is, we don’t always embrace negative/ constructive feedback as well as we do positive feedback.

With feedback, which is less than glowing, the brain emotional center gets triggered leaving us in a reactive, threatened and unresourced state.

And yet feedback remains a powerful source of both our personal and professional learning.

Over the years I have seen people react in all sorts of ways to feedback – whether solicited or unsolicited.

What is your default pattern?

Can you relate to any of these?  Think of the last time you received feedback, what did you do? (more…)

What was the most surprising feedback you received last year?

man-with-laptopThe beginning of the new year naturally gets us reflecting. The good, the bad and the ugly.

Some years feel great and we want the momentum to continue; others tougher.

With the latter, we look forward to the New Year quietly acknowledging or sharing with friends perhaps that “the new year just has to be better!”

So how was last year for you?

And what was your review process for the year that has been?  Like many, did you do any of these?

List all your achievements?

Identify the goals you achieved and those you are still working on?

Sharpening your focus and setting some new goals?

Of course, there are no right or wrong ways of doing the above. The most important thing is that it works for you.  (more…)

Leadership: Seven Ways of Receiving Feedback that will Stall Your Career

no-entry“We all need people who will give us feedback. That’s how we improve.” – Bill Gates

Receiving feedback is not always easy. It is also normal and natural to feel uncomfortable and even defensive at such times. However, constructive feedback is also a key way in which we develop and grow in our career, leadership and lives. And the consequences of not listening to and receiving feedback well can be costly. I have seen people whose careers derailed because of this one factor.

Here are 7 ways to not receive feedback

Do any of these seem familiar?

1)  Denial 

Denial is when we don’t even acknowledge that the feedback could have some truth in it. It is a total obliteration of the message and sometimes even the messenger.  Some responses include, “That is not true or accurate at all.” “This is absolute rubbish or I don’t agree with it at all.” (more…)

The Power of Feedback in Leadership Development

giving and receiving feedback“One key to successful leadership is continuous personal change. Personal change is a reflection of our inner growth and empowerment.”
– Robert E. Quinn

Getting feedback may not always feel comfortable but it’s definitely a powerful ally and gift in the leadership journey.  Regardless of whether its formal or informal feedback – it invariably enables us to consider things which may previously have been out of our sight, even a blind spot.

The insights received from feedback leads us to adapt, modify or change a perceived behavior flaw resulting in improved performance and greater positive impact.

Feedback on our strengths is an even greater enabler.  It helps us leverage and maximise our strengths for even greater results.

And ultimately it helps us grow as people.

Joseph Folkman addresses 35 principles for turning feedback into personal and professional change in his very easy to read and highly recommended book “The power of feedback.” 

Here is a random list of 12 from his 35 principles: (more…)

Leadership: Receiving Feedback

Feedback-2-blond-women1Courage is what it takes to stand up and speak. Courage is also what it takes to sit down and listen.
– Winston Churchill

Okay – hands up  if  you have gotten defensive in the face of expected or unexpected feedback sometime this year?  Yes?  Me too.

Our neurobiology is such that we do end up having the threat response of fight
(if not flight or freeze) well up and even take over on occasions.

The other reaction we commonly have to feedback is that we ASSUME that  the other person has a motive and worse, sometimes even justify our defensiveness because ‘WE KNOW’ what that motive is!

And more often than not,  we can also be wrong on both counts.
We don’t really know the other person’s intent or motive; only how we feel.

Following on from the theme of my last post here are seven considerations to keep in mind when receiving any formal or informal feedback:


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