Voici comment gérer efficacement les commentaires et améliorer vos performances.

First things first, embrace feedback with open arms, whether positive or negative—it's a gift. Use it to improve your game by dropping defensiveness and seizing opportunities. If feedback is unclear, seek specifics—examples, data—to understand and create an action plan. Objectively reflect on feedback to identify growth areas. Craft a precise action plan with specific, measurable, time-bound goals. Embrace discomfort for real growth during implementation. Continuously evaluate and adjust your approach based on ongoing feedback to stay ahead.

Normally we are open to positive feedbacks and close to negative ones. But negative feedback have more information about the things we can improve, here is the reason of the importance of openness.

To handle feedback effectively and enhance performance, start by staying open-minded and actively listening to feedback. Seek clarification if needed and reflect on how it aligns with your goals. Identify actionable steps and set SMART goals based on the feedback. Implement these actions consistently, seeking continuous feedback to track progress. Maintain a positive attitude and view challenges as opportunities to grow. Regularly evaluate your progress, celebrate successes, and adjust strategies as necessary. This approach ensures that feedback becomes a catalyst for improvement, fostering a mindset of continuous learning and development.

To effectively handle feedback and enhance your performance, start by listening actively without interrupting, and maintain an open mind. Thank the person for their input, showing appreciation for their perspective. Reflect on the feedback, identifying specific areas for improvement. Develop an action plan to address these areas, setting clear and achievable goals. Seek clarification if needed to fully understand the feedback. Implement the changes and regularly monitor your progress. Ask for follow-up feedback to gauge improvement. View feedback as a valuable tool for growth and continuously strive to enhance your skills and performance.

a. Being open minded and taking all feedback (positive or negative) with the same emotion and being balanced is what is required. b. We as humans have value systems which are at times dented when we receive -ve feedback. We must identify those and polish them to be open enough to receive both in the same manner. c. The Reward Hormone Dopamine sometimes tricks you to feel more than what you should and the Stress hormone Cortisol makes you defensive when you are criticised or given negative feedback. Understand, Internalize, Pause and Respond. Never React. d. Ask followups to better yourself.

Handling feedback effectively is crucial for start-up growth. If feedback is vague, ask for specifics. For example, New Zealand PM Jacinda Ardern is known for her direct approach. When faced with general criticism about her policies, she asks for detailed examples and actionable suggestions. Start-up founders should do the same. If told "improve team communication," ask for instances where communication faltered and what could have been better. This turns abstract feedback into clear steps for improvement.

a. It is always good to Double Click and look for specific aspects, instances, how to do things differently, statistics, numbers etc. b. These will be helpful for you when you internalize the feedback and work on changes. c. You need all the information that will help you chug along ahead.

When receiving feedback, take a moment to think objectively. Separate your feelings from the content. Analyze it as an outsider. This approach helps identify which feedback is most valuable for your growth. Steve Jobs was a master of this. He often paused to reflect, even on tough critiques, which fueled his innovation at Apple. For startup founders, embracing this habit can turn challenging feedback into a catalyst for improvement and success. #StartupGrowth #FeedbackCulture

a. It is difficult at times to have a well thought out internalization and reflection of the feedback we received. b. We must try not to react but to pause, think and respond and sometimes, not saying anything is also a response. c. Use any means to reflect, say writing, thinking, visualization etc. b. Do What-Ifs but never over analyze and spiral into negative thinking.

a. This is a clear step that you shall work on to ensure that you have now thought out your next steps and shall objectively present them to yourself and the stakeholders. b. Add the right sequences, ask for the right support, call in the right outcomes and timelines. c. Review --> ReWork (if needed) --> Plan --> Execute --> Seek Feedback --> Repeat

a. The toughest step is to implement your ideas. Be focused, Set realistic goals, Embrace uncertainties and uncomfortable situations. b. Anyone with ADHD will realize that this is a tougher than tough because it will sometimes be difficult. Break your activities down to smaller steps, time box and achieve them. c. Be Nice to yourself, never expects miracles in a day but believe that you are the miracle.

Effective feedback isn't a one-time event; it's a continuous process. Reflect on the impact of changes you make: Are there improvements? More adjustments needed? Embrace the cycle of feedback, reflection, planning, implementation, and evaluation. Sheryl Sandberg consistently sought feedback at Facebook, refining her strategies to drive growth. As a startup founder, adopt this mindset to foster sustainable growth and enhance performance. Keep evolving! #Startups #Leadership #GrowthMindset

“The two words ‘information’ and ‘communication’ are often used interchangeably, but they signify quite different things. Information is giving out; communication is getting through.”

For most of the founder's I have spoken to they prefer constructive criticism over positive reviews. Naturally being criticised all day can be tough, but it gives you an opportunity to grow as a individual and your offering. Getting the feedback is hard, but there are many tools now to help you understand your customers better, from analysing discovery calls to support requests, find a good one and it will become a lot easier to manage. Robin Labrot formerly of Lemlist created Listenup-ai, there are other tools out there, but this is a great one.