One of the biggest challenge in the corporate world is to receive feedbacks. And I have seen managers do this with less skill and faltering to balance confidence on one side and still offer constructive feedbacks. Any feedback system has two parts – one who gives the feedback and the other who receives feedbacks. The former cannot be changed or influenced and hence this post is about how we set out a positive perception to receiving the feedbacks. I truly understand that being on the receiving end of feedback is one of the most difficult things to accept. No one is perfect and it is a mere disillusionment of perception that we carry in our minds that we are perfect :) (if you disagree, well here is a classic example then :)).
As you start growing in the organizational ladder it is important to have the very best relationship with your peers, managers and leaders. This is very critical because in case you run into giving your boss a candid feedback, you shouldn’t get intimidated with the situation – just because he/she is your boss. Hence investing upfront time in building a rapport is crucial.
Receive feedbacks like a generous gift that you will richly benefit from. This is a foundation for your own future !!!
I know it is tough to accept everything that is thrown in front of you. But I just want to give you a different dimension / perspective to take it positively and introspect later based on the conversation. I know it is doable, just that we need to be prepared for this. Here are my Top 3 feedbacks accepting tactics:
What ever be the feedback, it is critical that you accept it as it comes (unfiltered). Understand someone is making time to give you that feedback. People feel encouraged when they feel you appreciate them without any risk of taking them the wrong way – most importantly without any consequences. Keeping an open mind and receiving doesn’t really hurt.
Don’t jump to conclusions
The feedbacks are best absorbed without debate. There is no point in arguing and reasoning about what you are being told as it will be counter-productive. If required, ask for details and examples – this makes sure that you are indeed having a open mind and listening to them carefully. Make them feel that you truly and sincerely value their input and are making efforts to improve.
Make an environment where both the parties (giver/seeker) feel there is a value in the discussion.
Act on your feedbacks
As we called out before, receiving feedbacks doesn’t mean you jump onto every thing that is said to you. The art here is to understand, verify (with actions mentioned), internalize the feedback and make the right change where appropriate. You don’t change yourself completely just because you got a feedback.
Being yourself is an identity, don’t make a mess of that.
If you personally feel getting constructive feedbacks are adding value don’t miss the opportunity to thank the person. Accepting feedbacks and acknowledging encourages the relation you have with the other person. Best part is you are the beneficiary of having such people around.
Constructive feedback is one that enables you to feed-forward in life.
Don’t think I am painting only one side of the coin – remember how you receive and perceive the feedbacks is something within our control and hence the emphasis is on that. Do tell me your perspectives and experiences.
This entry was posted on Sunday, April 15th, 2012 at 11:28 and is filed under Personal, Uncategorized. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.