Veja como você pode navegar profissionalmente pelas críticas e feedbacks negativos do seu chefe.

When faced with criticism it is important to stay calm and reflect on what is being said, and what the outcome would be if you made the requested change. Sometimes it may be difficult when you are passionate and have put a lot of effort into your work, but when you stay calm and reflect on what is being said and engage in constructive conversation, you will show collaboration and respect which will build trust a stronger relationship with your boss.

breath receive regroup reflect respond You don’t have to go by any set timeline and it’s ok to walk away after receiving the feedback and circle back around to the remaining steps. Don’t forget that even mentors can inadvertently deliver biased feedback. Humans are humans.

For those who struggle to stay calm, Focus on JUST the facts. The information that is being given, is just that, information/data. The only emotions (85% of the time) that are being introduced are your own. Make it objective in your mind. Fact. Something happened. Now that this thing has happened how do we resolve? All of that is void of emotion and strictly about the matter at hand. You will be able to operate more effectively since your focus will be on the facts instead of how you feel about the facts.

- Ask clarifying questions: "Can you tell me more about what you mean by that?" This shows you're open to feedback and want to understand it better. - Acknowledge the effort: "Thank you for taking the time to give me feedback." This shows appreciation and respect. - Focus on solutions: "What can I do differently moving forward?" This demonstrates a willingness to learn and improve.

- I focus on the message, not the messenger. Negative feedback is always a shocking experience, but if we go deeper in the message, we can find some helpful tools to be used as a springboard for improvement.

Feedback negative or positive almost always has a grain of truth in it, even if you need to dig deeply into the feedback or yourself to find it. Take this as an opportunity to build expertise or knowledge that can help make you successful in the future. Someone told me that feedback is a gift, sometimes it feels more like a vacuum on your birthday, even if it's not pleasant or fun it may be useful.

- Summarize key points: Briefly restate what you heard to show you're following along. "So, you're saying..." - Identify areas for improvement: "Is there anything specific I can work on?" This shows initiative. - Thank them for the feedback: "I appreciate your honesty, this will help me grow." Shows appreciation and a positive attitude.

While receiving criticism/feedback, it is important to listen actively to the finer points and make a mental note of what you agree with v/s what you do not agree with. It allows you to reflect on why you agree with some of it and why you do not agree with some of it.

Learn to ask questions and expand the criticism. Consider the criticism as a developmental playground where the critic and you are both figuring out expectations , necessities and actions to see how they fit in and what doesn't. Criticism is not the end of your peace , but your peace can be the end of criticism.

Definitivamente recibir feedback no es fácil, puede resultar incómodo escuchar la necesidad de mejorar, si se tiene la mente abierta y disponibilidad para escuchar, se puede convertir esa incomodidad en motivación para progresar. - Tener mentalidad abierta: Evita ponerse a la defensiva o desestimar comentarios. - Pedir aclaraciones: Ayuda a entender mejor el problema y a introducir mejoras. - Dar gracias: Ayuda a generar confianza y respeto. - Evitar tomarlo personal: Evita tomarlo como ataque personal. - Centrarse en el comportamiento, no en la persona: No tomarlo como reflejo del carácter o personalidad. - Pedir ayuda: Ayuda a dar pasos concretos hacia la mejora. - Actuar: Demostrar compromiso para mejorar.

- Request specific examples: "Can you give me an instance where this happened?" Focuses on actionable feedback. - Offer your perspective: "Here's why I did it this way, but I'm open to other approaches." Shows you're valued and encourages discussion. - Focus on solutions: "What suggestions do you have for improvement?" Demonstrates a problem-solving mindset.

- Ask specific questions: If something is unclear, ask for examples or elaborations, such as, “Can you provide a specific example of when this occurred?” - Request actionable advice: Ask, “What specific steps can I take to improve in this area?” to get clear guidance on how to proceed. - Confirm understanding: After receiving clarification, say, “Just to make sure I understand, you’re suggesting that I...?” This helps avoid misunderstandings.

No supongas nada. Muchas veces nuestra vida camina por falsas percepciones que nos la etiquetamos y nos etiquetan. Manifiesta tu interés en una colaboración de dos vías, hágalo saber y no supongas nada.

Clarify situations where this was observed, what are the examples of real life situations, when/where it happened. For clarity sake, it's also good to take a broader perspective. The fact your boss observed this, doesn't mean everyone else had the same observation. Make sure the context is well understood. Ask for objective sources to cross check. That way the feedback will be more complete and objective, helping you to make an action plan and grow from it.

Talk through the details behind the feedback and clarify together with your boss , if the feedback is based on a single incident or something trending - single incidents can be a reminder to check your decision making and approach in that type of situation , however trending indicators may identify a need for self awareness, refresh training or further development through longer term coaching etc . Always remember to check back on the feedback during next review.

We all prefer hearing positive feedback about ourselves, when we receive feedback that isn't favorable, it's natural to become defensive or disheartened. However, it's crucial to distinguish between genuine feedback & frustration from the person giving it. We should also assess whether the feedback giver is in a position to provide valuable insights. Once we can differentiate these aspects, the process becomes much simpler. Feedback can be aimed at belittling, berating, or genuinely helping us improve. When we recognize that the feedback is constructive, it's essential to introspect & take necessary actions. Real feedback requires us to accept it with a pinch of salt because it's intended to help us evolve and become better individuals.

Feedback is an important part of one's career as it reflects their performance. It is important to seek feedback on a timely basis from your seniors and colleagues. But many times, the negative feedback or criticism which comes your way is an opportunity to improve yourself. Improvising and taking action against those skills can help you prepare for the next level in your career.

Accept that we can need time to absorb and reflect on difficult feedback and sometimes it’s only some time later that we’re able to understand it. At times this just doesn’t happen though and so being able to put it behind you and move forward positively is key.

When receiving feedback, it's natural to have initial reactions, whether they are defensive or accepting. However, taking the time to reflect honestly allows you to move beyond those initial reactions and assess the feedback with a clear and open mind. This involves evaluating the validity of the criticism, considering how it aligns with your own perceptions of your performance, and identifying areas where improvement is needed. Self-reflection not only helps you to acknowledge areas for improvement but also reinforces your dedication to personal growth and professional development. It demonstrates a proactive approach to learning and evolving in your role, which is highly valued in any workplace.

Consider the feedback objectively. Identify areas where you can improve. Recognize any recurring patterns. Accept responsibility for your actions. Be open to constructive criticism.

Creating an action plan allows you to translate feedback into actionable steps for improvement. By setting clear and realistic goals, you provide yourself with a roadmap for addressing the concerns raised and making tangible progress. Additionally, establishing timelines for achieving these goals adds accountability and ensures that you remain focused on your development objectives. Communicating your action plan with your boss is equally important. It demonstrates your commitment to taking their feedback seriously and your dedication to making meaningful improvements. Moreover, involving your boss in the process fosters open communication and reinforces a collaborative approach to professional development.

"A goal without a plan is just a wish." - Antoine de Saint-Exupery Avoid analysis-paralysis by not staying in the thoughtful stage and take deliberate action. Don't be afraid to move--even if you are not sure. The penalty for standing still is rarely worse than the penalty of movement in a less-than-optimal direction. The PLAN that you develop does absolutely no good, without the ACTION, that's why it is an action-plan, and not a thought plan.

Once you understand the criticism/feedback given to you, it is important for you to work on your areas of improvement. Taking SMART (Specific, Measurable, Attainable, Relevant and Time Bound) goals on your top areas of improvement helps in improving as well as building trust with your boss.

Outline steps to address the feedback. Set specific, measurable goals. Prioritize areas for immediate improvement. Identify resources or training needed. Develop a timeline for achieving your goals.

Several have provided response and analysis which I concur. In my humble opinion, no one has the human ability to know 100% what is in anyone’s mind except one’s own mind. Given the limitations of the human condition, I choose to act with integrity and encourage others to do the same to facilitate optimal communication, problem-solving—leading to an action plan moving toward appropriate/positive results.

Schedule a follow-up meeting with your boss. Discuss your action plan and progress. Seek additional feedback and guidance. Show your commitment to improvement. Adjust your plan based on new insights.

A good boss, who gives you criticism after you spend a lot of your own time improving, will follow up with you and compliment your progress. If you have to go to your boss to ask how you’re doing, and they haven’t mentioned anything to you in a couple of months despite your drastic improvement, there could be a bigger problem of misalignment.

Según mi experiencia, he encontrado muy productivo seguir los comentarios recibidos. A medida que se escucha, se está disponible al cambio, se es flexible y se demuestra que la opinión de la otra persona es valiosa, se crea una conexión. Esta conexión genera lazos más fuertes y apertura a la expansión de ideas, pensamientos, oportunidades de mejora y, por qué no, nuevos, potenciales y futuros proyectos.

Words communicate, they do not 'do'. Your boss likely does not want just good-sounding words, they want action. Demonstrate professionalism by ensuring that the Action Plan that you developed was not just words, and the resulting actions have met the expectations of your boss.

Dealing with criticism and negative feedback from your boss can feel daunting, but it's a valuable opportunity for growth and improvement. Here’s how to handle it like a pro: 1. Keep Calm 2. Ask Question to Clarify 3. Focus on the feedback and the doable part 4. Get support from mentor or colleagues 5. Stay Positive 6. Be Resilient Handling criticism well improves your skills, shows professionalism, and builds a stronger relationship with your boss.

If criticism and negative feedback from your boss affects you, there could be an underlying reason. 1. Your relationship with your boss is already tense. Find the root cause 2. Your Boss is a BAD person - look for a new job or stay there long enough - eventually, the boss will leave. 3. The problem lies in you - either you did something wrong or you don't like to be criticized. In this case, there is a lot of opportunity for growth, learning & development! Apologizing at work is ok. Accept it and move on.

Building Resilience Seeking Mentorship Continuous Learning Effective Communication Managing Stress Developing Emotional Intelligence Setting Realistic Expectations Leveraging Strengths Time Management Professional Development

- Maintain a Positive Attitude: Treat feedback as an opportunity to grow rather than a personal attack. Stay positive and open-minded. - Learn from Others: Observe how colleagues handle criticism and consider adopting their successful strategies. Ask for their advice if needed. - Seek Support: If managing feedback is challenging, seek advice from a mentor, coach, or trusted colleague who can offer perspective and guidance. - Document Feedback: Keep a written record of the feedback received and the action plans you create. This helps track your progress and can be useful during performance reviews.

I heard this in an affirmation meditation on Insight Timer. I will never forget it... "I see challenges as steppingstones to my next great adventure....