How do you learn from negative feedback?

I have found “feedback” can be viewed as a positive, especially when we take the approach of “feed-forward”. 🙏🏼 As with many things in business/life, our perspective drives our impact.

Look, let me address the elephant in the room: there are many constructive feedback that are gold; BUT sometimes (in fact many times) negative feedback can indeed come from a personal attack with the intention to punish rather than to empower. Especially if it is given to a 3rd party who has no context of the actual situation, who is expected to simply “MAKE you change” (or else) - instead of given to you directly in a way that actually resonates with YOU and INSPIRES YOU to reflect/improve. There is no need to gaslight yourself into submission in those situations. That said, regardless of our “title” or “level”, what we CAN do is to empower ourselves to listen, reflect, and respond like a CEO.

Negative feedback is an art of listening what needs for self improvement which can help to achieve one personal and professional growth.

I have always viewed negative feedback through a constructive lens which can empower us to transform setbacks into stepping stones. Rather than a condemnation, it serves as a roadmap for refinement. By deciphering its intentions, we unveil the gems of improvement nestled within its critique. Negative feedback is a compass, guiding us towards alignment with the aspirations of our environment, be it an organisation, team, or clientele. Embracing this insight, we unlock the doors to self-betterment, nurturing our evolution and fostering a culture of perpetual advancement.

I think the word negative is a problem in itself. If we take a moment to use constructive feedback and help coach we will all get better results. it is difficult not to take it personally if someone is giving negative feedback, it needs to be expanded with why and how etc thus becoming constructive. Maybe using coaching methods to help develop someone even further.

A CEO always listens and acknowledges the feedback with gratitude. This does not mean she agrees - it simply means she appreciates that her people are bringing things to her attention. She does not feel the need to respond immediately but promises to reflect and address as necessary.

To listen and acknowledge involves also to understand the reason and - most important - the content and context of the feedback that is being given. Once understood, it becomes easier to acnkowledge and take action to improve.

Negative feedback should be considered a listen of knowledge, informing you what you need to know different from your initial thought. Negative feedback should give you a different perspective and reason to consider a different idea. I will say embrace negative feedback, learn from it to do better where need be.

Negative feedback should be considered a listen of knowledge, informing you that what you need to know from customer and what they expect from you / service / product Negative feedback should give you a different idea of future . From a negative feedback, learn from it to do better the next time

Personally, I know that I can sometimes have an oversensitive reaction to negative feedback, and I'm working on it. I'm trying to be more mindful of my own reactions, and to take a moment to breathe before I respond. I try to remember that negative feedback is not a personal attack, but rather an opportunity to learn and grow. I've learned that it's important to take a moment to calm down and collect my thoughts before I respond. This gives me a chance to process the feedback and to respond in a more constructive way. I'm still working on learning to listen and acknowledge feedback effectively, but I'm making progress. Feedback is a valuable opportunity to learn and grow, and I'm committed to making the most of it.

A CEO takes the feedback as one data point to plug into her dynamic hologram of the big picture and 360 feedback she had gathered thus far. What she is looking for: 1. Is this part of a pattern? If so, how is this pattern working for or against my long term goals? From there action may be devised. 2. Or is this an outlier? If so, move along.

Personally I feel that I listen and receive well, but when I start reflecting, I often feel misunderstood, and I want to go back and explain why I did, in whatever is the case. This is not helpful and I need to ask myself what people heard and observed and how they understood it, as that it more important than what I tried to express or do. After all, you can only change what you do, not how other people see it or receive it.

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A CEO knows that ultimately, she is the one who has the power to decide what to do with the feedback - she always has a choice. She has the choice to devise and implement an action plan if she decides that there is a pattern, and the pattern is detrimental to long term success. She also has the choice to express gratitude and move on, from the outliers. At the end of the day, she understands crucially that it is impossible to please everyone or everything - and the best thing she can do for self and team is to work on patterns and trends that directly impact their shared long term goals. Everything else is noise.

Having a growth mindset is key. Feedback is a gift but if you are closed to any guidance, you might miss an opportunity. It's important to approach feedback with an open mind and a willingness to learn. By being honest and direct about communicating your thoughts and feelings about the feedback, you can gain a deeper understanding of the areas that need improvement. One key element is that regardless of how you interpret the feedback, express gratitude for it. Be willing to acknowledge and incorporate something of what you were told. Ultimately, taking responsibility for your improvement is a sign of maturity and professionalism. It's a journey that requires effort and dedication, but the rewards are well worth it.

Look at feedback request from different angle - your opinion is important for feedback requestor, you are important, otherwise person wouldn't ask, right?

Fostering active feedback is a great way to build trust and shows that you value the perspectives of others and are committed to continuous self-improvement. When you give feedback, you are demonstrating your willingness to support other people’s growth. Being proactive about this behavior is key. Schedule regular one-on-one meetings with peers or other key stakeholders to discuss strategies, goals, challenges, and related goals. During these meetings, both parties can provide feedback and discuss ways to improve. This practice is a huge boost to team dynamics and overall productivity.

There are different lessons to learn from negative feedback. I know for me one of the biggest lessons I learned was communication. Not only to communicate properly and effectively to all members of the team but also how not to communicate to the people I interact with. An overly used term we say is "I'm sorry" but it can negatively impact the mind of the person saying it. They are not a sorry individual but our subconscious does not distinguish a difference. What they are really trying to communicate is "I apologize for what has occurred and I want to do better". The sooner we learn how to properly provide feedback the better we can be in business and society.

Alignment on feedback is key. Avoiding the use of vague or ambiguous language helps to reduce misunderstandings. For example, when addressing a miss or error, instead of saying, "I think we should do better," a more precise response would be to say, "I believe we can improve our performance by implementing a better workflow." Honing the feedback message to be more specific and focusing on the situation (not the person), instills a better reaction and a better way to action the right outcomes. For example, instead of saying "Your work is not up to par," a more constructive approach would be to say, "I noticed some errors in the report. Can we discuss this further and see how we can improve the accuracy and attention to detail?"

Not all people mastered with giving feedback approaches and worries about your feelings. That is real life. But you definitely can control your reaction on emotions and which leads you get from the feedback. The best is listening to and kindly asking more context. I believe any constructive negative feedback is a good start for the growth . Non constructive feedback will make you stronger.

Often, when receiving feedback, you may feel angry or concerned about what you're hearing. In such cases, asking questions can help you remain objective. This approach allows you to focus on the message itself, rather than getting caught up in the emotions surrounding the content of the feedback. It also helps you respond appropriately, rather than reacting impulsively. Asking questions like, "Could you elaborate on what you mean by that?" or "Let me repeat what you said to ensure I understand you correctly," helps you stay focused and grounded during the exchange.

Speaking about feedback - it might be a situation where feedback was expected, requested but not given. It might be a red flag - person won't say anything, or, most probably - has nothing good to say.

Handling negative feedback requires a delicate balance of empathy and action. By acknowledging the customer's perspective, validating their feelings, and making changes to improve their experience, businesses can turn a negative experience into a positive one. This not only benefits the customer but also has a positive psychological impact on the business, which can lead to increased customer loyalty and long-term success.