Analyze the feedback, identify what aligns with the project’s goals, and create a plan to address it. Share a summary with the colleague to show you’ve taken their input seriously. Share how you’re integrating the feedback as a learning opportunity. This encourages the team to view feedback as a tool for growth, not criticism. Implement changes based on the feedback and update your colleague on the progress. This demonstrates that their input is valued and reinforces trust.

Handling feedback effectively requires a combination of emotional intelligence and problem-solving, but maintain a career growth mindset. Here's how to approach it: Avoid becoming defensive. Approach the feedback as an opportunity to improve and pivot later if needed it. Ask open-ended questions to ensure you fully understand the feedback and it is justified. Is this office politics or a chance to enhance skills? Address the feedback by taking concrete steps to implement changes while informing on progress. Use this experience to enhance your reputation as a collaborative professional. But be mindful of toxic work environments as well. Pivot by seeking other career opportunities, if appropriate. Turn Feedback Into Your Empowerment!

It boils down to mindset. If you view feedback as information, you don't see it as good or bad; critical or complimentary. You see it as information. And more information is almost always better. Evaluate the motive behind the feedback as well. Regardless of the delivery, if the person's intent is to make you and/or the organization better, it's valuable... even if it stings.