Here's how you can enhance your feedback receptivity without getting defensive.

Boost your feedback game! Seek clarity, stay open, and grow stronger. Don’t get defensive. Embrace feedback with courage and wisdom. Your growth is unstoppable, your leadership invincible. Be the leader everyone respects!

Feedback is a gift however as a human nature if we receive a kind of negative feedback then instead of understanding it first we immediately start giving justifications. Such behavior, in long term, reduces the real feedback for our improvement and growth. People start sugarcoating and dilute it. We need to develop our thinking that without real feedback, we can't improve our performance and it is an opportunity to enhance career growth. Stay open and honest for any feedback, and listen the feedback with attention and emotional control.

A key thing to understand with receiving feedback is: -Not everyone knows how to provide feedback in the right way -It needs to be objective -It needs to be evidence based -It needs to be timely Once you yourself understand what good feedback entails, you are in a great position to take on board constructive evidence based feedback, but also to politely challenge heresay or subjective opinions This does help you become non-defensive … because you gain faith that the message is fact based & you can then be accepting, develop, learn and grow But defensive behaviour is usually a symptom and sometimes that’s due to not being ready nor open to hearing poor feedback … but other times it’s because feedback isn’t fair or balanced

To enhance feedback receptivity, stay open-minded, view feedback as growth opportunities, ask for specifics to understand better, and express gratitude for insights

I always assume that what is being told to me comes from a place of positivity. That they want me to improve or be better. So, I listen carefully and make decisions and responses based on that predication. It makes a difference - we're so used to being 'told off' when we're dong something wrong that something as tiny as an assumptive shift can change everything.

As a leader, it's crucial to provide and receive feedback effectively. If you want your team to be receptive to your feedback, you must model how to receive it gracefully. Consider feedback as a gift, offering an external perspective on your behaviors and abilities. While this perspective may not capture the full reality, it enhances your self-awareness. Balanced feedback should include factual elements about your strengths and areas for improvement. Sometimes feedback may be delivered negatively. Don't take it personally; the person may not know how to give it properly. Ask for specific facts behind the negative feedback and translate them into constructive insights to maintain your self-confidence and drive continuous improvement.

Ao receber feedback, procuro manter a mente aberta e me lembrar de que ele é direcionado às minhas ações ou resultados, e não a mim como pessoa. Essa distinção é crucial para me manter receptivo e aberto à melhoria. Adoto uma mentalidade de crescimento que me encoraja a encarar o feedback como uma oportunidade para aprender e evoluir, ao invés de vê-lo como um ataque pessoal. Esse enfoque me ajuda a abordar o feedback de maneira construtiva, aproveitando-o para fortalecer minhas habilidades e aprimorar meu desempenho.

As a CEO coach, I've seen firsthand how leaders who embrace feedback with an open mind gain new perspectives, leading to greater success. It's about thinking bigger and using feedback to solve challenges. Remember, feedback is a gift that allows you to learn more and improve continuously. I suggest looking for the 1% that is true about what the feedback giver is giving.

An open mindset enables you to grow and excel in any field. - Feedback is about actions or outcomes, not you as a person - Remind yourself of this distinction to stay receptive and open to improvement - Embrace a growth mindset that sees feedback as an opportunity to learn and develop - Avoid taking feedback personally or defensively

Take time to honestly reflect on the feedback. Consider the validity of the points raised and how they align with your own self-perception and goals. This reflection can be a powerful tool for personal development.

Reflection is key to using feedback effectively for personal and professional growth. - Take time for honest reflection after receiving feedback - Evaluate feedback against your own self-awareness - Identify areas that align with your own growth goals

Após receber feedback, sempre reservo um tempo para uma reflexão honesta. Considero cuidadosamente os pontos levantados e os avalio com base no meu autoconhecimento. Essa introspecção me ajuda a identificar se o feedback está alinhado com áreas que já reconheci como necessitando de melhoria. Ao refletir de forma imparcial, consigo discernir quais aspectos do feedback são mais pertinentes para agir e quais podem ser menos relevantes, permitindo-me focar em mudanças que realmente trarão impacto significativo ao meu desenvolvimento pessoal e profissional.

Um ótimo jeito de não ficar na defensiva é ser honesto, pois aquele que é honesto não precisa se defender! Ora, se você sabe o valor de suas ações e o peso de seus erros, não há motivo para ficar na defensiva!

It's important to control or manage our emotions. When one gives you feedback , understand the reason. It is for your improvement. It's natural that we get defensive. But the person giving you feedback should also give it in a proper way without harming your emotions intentionally. Take help of your phone and search for the ways to control emotions.

Here are two tips for managing your emotional response to negative feedback. First, remember that the feedback represents just one person's opinion among billions of potential perspectives. Second, instead of defending yourself or rejecting the feedback, take the time to acknowledge and rephrase it. This approach helps reduce the emotional impact and gives the feedback giver a chance to explain their points more factually.

Staying emotionally regulated is crucial for effectively processing and applying feedback. - Emotional responses to feedback are natural - Practice deep breathing or pausing before responding - Self-regulation techniques help manage emotions - Engage with feedback constructively, without defensiveness

It's natural to feel defensive or upset when receiving critical feedback. Learning to manage these emotions is essential. Take a deep breath, allow yourself a moment to process, and approach the feedback with a calm and constructive attitude.

Criar um plano de ação após receber feedback é fundamental para transformar críticas em oportunidades concretas de desenvolvimento pessoal. Eu sempre identifico etapas específicas e alcançáveis para abordar os pontos destacados no feedback. Defino metas claras e estabeleço prazos para cada uma delas, demonstrando meu compromisso com o crescimento e a melhoria contínua. Esse plano de ação não só me ajuda a manter o foco, como também oferece uma maneira tangível de medir meu progresso. Isso é motivador e gratificante, pois posso ver de forma objetiva como estou avançando e melhorando minhas habilidades com base no feedback recebido.

Taking every opportunity to grow is a smart approach. Use any comments and suggestions to create an action plan for your personal development. When setting goals, focus not only on the outcomes but also on the processes. Sometimes, even if you haven't achieved the outcome yet, being in the process itself is a success and worth celebrating.

Always look for growth and learning opportunities in whatever you do! Make it actionable and have a plan to execute. Finding someone to keep you accountable helps too.

Identify specific steps you can take to address the feedback. Setting goals and creating a plan demonstrates your commitment to improvement. After implementing changes, follow up with the person who gave you the feedback. Ask for their perspective on your progress and continue to seek feedback for ongoing development.

Once you have processed the feedback, develop an action plan to address the areas that need improvement. This demonstrates your commitment to growth and helps you turn the feedback into tangible steps for personal and professional development.

This is an important step that will set you apart from many others at work. Most people avoid discussing negative feedback because their emotions hold them back. However, approaching it with appreciation, honest sharing, and a clear action plan for personal growth fosters a positive and growth-oriented work culture. And if you are in a leadership position, you should be the model of showing these actions to your team.

A simple "thank you" goes a long way. Let the person know you appreciate them taking the time to provide feedback. You can also share your thoughts on the feedback and your action plan, showing you've listened and are taking steps to improve.

Introduce the concept of "feedback buddy" partnerships. Pairing up with a colleague to exchange feedback in a supportive, non-judgmental manner can enhance receptivity. For instance, imagine Sarah and John agree to be feedback buddies. Sarah gives John feedback on his presentation skills, while John provides Sarah with feedback on her time management. This reciprocal arrangement fosters trust and encourages both parties to embrace feedback as a collaborative effort for mutual improvement.

I’ve found that communicating back after receiving feedback is crucial. Acknowledging the feedback, sharing my perspective, and outlining my action plan not only fosters a collaborative environment but also shows respect for the person's input. This approach reinforces a culture where feedback is a constructive tool for development and demonstrates my commitment to continuous growth.

One simple concept to integrate is the practice of paraphrasing feedback to ensure understanding. For example, when receiving feedback, paraphrase what you've heard to confirm your interpretation. Say something like, "So what I'm hearing is that you're suggesting I improve my time management skills. Is that correct?" This technique not only demonstrates active listening but also clarifies any potential misunderstandings upfront, leading to more productive and constructive feedback discussions and reducing the likelihood of defensiveness.

It's also valuable to develop resilience in handling feedback. This means being able to bounce back from criticism and use it as fuel for improvement rather than letting it discourage you. Moreover, actively seek feedback regularly rather than waiting for it to come to you, as this demonstrates your openness to growth and improvement. Finally, remember that feedback is subjective and may not always be accurate or applicable to every situation, so use your discretion in determining which feedback to act upon.

My personal view is that when receiving feedback and/or constructive criticism you don’t have to take it personally. No one ‘hates’ you as a person and has something against you. Often, the feedback comes from a very good place and the person’s intentions are to help you grow, be better and work of some of your weaknesses. There is no way we can grow and learn in life without the valuable feedback we receive from others. On the other hand, I appreciate that the way in which a person delivers the feedback also matters a lot. Some may have a tone of ‘bullying’ almost rather than a positive attitude and explanation to help you understand what triggers the feedback and what you can do to improve further.

Go beyond receptivity - embrace feedback as a springboard for growth. View it as data to inform your strategic direction, propelling you towards exceptional performance.

Just say thank you and consider it information for now. Take some time to reflect on the information. What of it is true? What of it are YOU in control of. Be honest with yourself.