Here's how you can handle feedback that challenges your perspective.

Handling feedback that challenges your perspective can be a valuable opportunity for growth and learning. Here's how to effectively manage such situations: Stay Open-Minded Listen Carefully Ask Clarifying Questions Reflect on the Feedback Seek Additional Perspectives Focus on Growth Acknowledge Valid Point Address Misunderstandings Express Your Perspective Seek Common Ground Take Action Follow Up By approaching feedback with an open mind, actively listening, and focusing on growth and improvement, you can effectively handle feedback that challenges your perspective and use it as an opportunity for personal and professional development.

To handle feedback that challenges your perspective: 1. Listen actively and try to understand the other person's viewpoint 2. Avoid becoming defensive or dismissive 3. Ask clarifying questions to ensure you understand the feedback 4. Acknowledge the feedback and show appreciation for the person's input 5. Take time to reflect on the feedback and consider its validity 6. Be open-minded and willing to adjust your perspective 7. Seek additional feedback from others to gain a more comprehensive understanding 8. Be willing to apologize and change your approach if necessary 9. Use the feedback as an opportunity for growth and learning 10. Follow up with the person who provided the feedback to show how you've incorporated their suggestions

First, approach it with an open mind, recognizing that differing viewpoints can offer valuable insights. Listen actively to understand the reasoning behind the feedback without becoming defensive. Reflect on the feedback objectively, considering its validity and potential for growth. Engage in constructive dialogue to clarify points of contention and seek common ground. Finally, use the feedback as an opportunity for personal and professional development, adapting your perspective as needed while staying true to your core values and principles.

Embrace Openness When faced with feedback that challenges your beliefs, don't react and try to respond.It implies try to understand the reason behind the feedback. Conduct a one-one meeting with them Firstly actively listen what are they saying Then take some time try to analyse and compare with yourself Now with assertiveness ask them questions Now ask they how can I overcome this. Take suggestions and Start implementing it

Let me give a case in point or a scenario: there are people who believe that listening and going by the opinions or standpoint of others especially their subordinates have proven unfruitful, so they wouldn't risk being open to their viewpoints. Some people believe they are always right. These are realities of the kinds of people we come across in our line of work. I would hasten to add that there are times when certain feedback can leave you frustrated, confused or even discouraged. Therefore I would say who is giving the feedback really matters to some people and determines how they receive it. JUST A SCHOOL OF THOUGHT

Handling feedback that challenges your perspective requires openness and introspection. Embrace feedback with a willingness to learn and grow, reflecting deeply on its validity and implications. Seek clarity by asking questions to understand the perspective behind the feedback. Analyze the feedback impartially, considering both its strengths and weaknesses. Plan actionable steps to address any areas for improvement in your perspective. Finally, communicate effectively, respecting the feedback provider and focusing on finding common ground. By approaching feedback with openness and a commitment to growth, you can turn challenging perspectives into valuable opportunities for development in your professional career.

To handle it gracefully and respectfully, listen actively and attentively without interrupting or arguing. Whenever required apologize🙇 to customer. Always keep a record of feedback to improve the process/system.understand the concerns / problems faced by stakeholders.

When you receive feedback that doesn't align with your beliefs, take a deep breath and keep an open mind. Don't get defensive or brush it off – see it as an opportunity to see things from a different angle. Feedback isn't about attacking you; it's about sharing different viewpoints. Embrace it as a chance to learn and grow. With an open mindset, you'll pave the way for positive conversations and personal development.

Handling feedback that challenges your perspective requires an open-minded and constructive approach. Begin by actively listening to the feedback without becoming defensive or dismissive. Seek to understand the other person's viewpoint by asking clarifying questions and showing empathy. Reflect on the feedback objectively, considering whether there may be valid points or insights that you hadn't previously considered. Take time to process the feedback and evaluate its relevance to your perspective. Respond graciously, acknowledging the feedback and expressing appreciation for the opportunity to learn and grow. Use the feedback as an opportunity to reassess your perspective and refine your thinking if necessary.

Handling feedback that challenges your perspective can be: 1. Listen Actively: Pay full attention without interrupting. 2. Acknowledge Feedback: Show you understand the feedback given. 3. Express Appreciation: Thank the person for their input. 4. Reflect and Evaluate: Consider the points objectively and reflect on them. 5. Seek Clarification: Ask questions if any part of the feedback is unclear. 6. Use for Improvement: Implement constructive feedback to enhance processes. 7. Foster Open Communication: Encourage a culture where feedback is welcomed and valued.

After receiving the feedback try to understand the situation first. Take some time and think about it I know we will feel stressed out but try to find the positive things in it. First listen to them properly that what are they saying and now compare it with yourself. Just try to know why did I do this and where do I have to improve and start implementing it. Try to learn new things daily and be a better person. Most importantly have faith and confidence in yourself

When you get tough feedback, pause and really think about it before you respond. Take a step back and think about what might be true in what's being said, and how it fits with what you've seen and felt. Reflecting gives you a chance to look at the feedback without getting caught up in emotions, and decide what's worth taking onboard. Remember, it's important to separate how you feel about it from what's actually being said. That way, you can respond thoughtfully and make the most of the feedback.

No matter who gives you the feedback or the mode of delivery, be the professional that you are and: 1. First receive the feedback 2. Second, process it. 3. Identify the information that is helpful or can contribute to your development or help promote change. There is this cliche that says: 'pick the sense out of the nonsense '.

Challenging feedback can sometimes evoke strong emotional responses such as defensiveness, frustration, or anger. Taking a moment to pause and reflect allows you to manage these emotions before responding, preventing impulsive or defensive reactions that may escalate the situation. Reflection gives you the opportunity to gain perspective on the feedback by considering it from different angles. Ask yourself why the feedback was given, what the underlying concerns or motivations might be, and how it aligns with your own goals and values. Consider the source of the feedback and their perspective as well.

If you're unsure about feedback you've received, don't be afraid to ask for more details. It's important to really grasp what's being said so you can respond effectively. Asking questions shows that you're committed to understanding the feedback and that you're taking it seriously. This step is key to making sure you're not misinterpreting anything and that you're on the same page as the person giving the feedback.

Vague or confusing feedback can lead to misunderstandings or misinterpretations of the intended message. Asking for clarification helps ensure that you fully understand the feedback and its implications, reducing the risk of miscommunication. Seeking clarification provides an opportunity to gain deeper insight into the feedback by understanding the specific concerns or areas for improvement that the feedback provider is addressing. This allows you to address the feedback more effectively and make targeted improvements.

Caso você não tenha entendido a mensagem, fazer perguntas realmente é a melhor forma de ter a informação com outras palavras. E assim que você tiver certeza que a entendeu, repita com suas próprias palavras o que se espera de você. Isso é comunicação clara e inteligível!

After you've taken time to think about the feedback and cleared up any confusion, it's time to analyze it with a clear mind. Try to look at it objectively, without letting your own biases get in the way. You might find it helpful to chat with a colleague you trust to get their take, or break the feedback down into smaller, manageable pieces. By looking at it impartially, you can figure out which parts of the feedback you can use to make positive changes and grow.

Analyzing feedback impartially involves objectively evaluating the feedback, setting aside personal biases or emotional reactions. It requires approaching the feedback with an open mind and a willingness to consider different perspectives. Look for concrete facts or evidence within the feedback that support the points being made. Separate factual observations from subjective opinions or interpretations, and give them appropriate weight in your analysis. Consider the context in which the feedback was given, including the circumstances, timing, and motivations of the feedback provider. Understanding the context can help you interpret the feedback more accurately and discern any underlying issues or concerns.

Totally! After taking a moment to really absorb the feedback, it's time to put on your analyst hat and dive in. 🔍 Separate the emotions from the facts, maybe even bounce it off a trusted friend or mentor to get an unbiased take. It's all about turning that feedback into a roadmap for growth, not getting caught up in defensiveness

Once you've learned from the feedback, turn those lessons into a plan of action. Figure out exactly what you can do to address any issues or improve your skills. This could mean setting new goals, changing how you do certain things, or getting extra training. By mapping out your plan, you show you're serious about growing personally and professionally, and you make sure the feedback leads to real progress.

Very important to action feedback. It's feedback on its own. It's a way of letting the one who gave the feedback know that the viewpoint was taken into consideration.

Start by summarizing the key themes or areas for improvement identified in the feedback. Look for common threads, recurring issues, or patterns that emerged from the feedback received. Prioritize the insights that are most relevant and actionable based on their potential impact and feasibility. Consider which insights align with your goals and priorities, as well as those that address the most pressing needs or challenges identified in the feedback.

Quando falamos de Plano de Ação, tão importante quanto reavaliar metas, tarefas ou necessidade de treinamento adicional (citadas no artigo) é preciso determinar também o prazo para se colocar em prática o que ficou definido. Planos sem Ações ficam ao acaso e há o perigo de se criar ciclos intermináveis de feedbacks repetitivos. E se por algum entrave houver necessidade de se reavaliar o prazo fique tranquilo(a), imprevistos acontecem, mas não deixe de falar sobre isso com os envolvidos. Uma simples conversa pode demonstrar o quanto você está empenhado e comprometido(a) com o projeto.

Totally! It's natural to feel a bit defensive when feedback challenges our deeply held beliefs. But here's the thing: growth rarely happens in our comfort zones. 💪 Sometimes the most valuable feedback is the kind that makes us rethink our assumptions. It's a chance to gain new insights, broaden our perspectives, and ultimately become better at what we do. So, the next time someone's feedback makes you bristle, take a deep breath and remember: it's not about being right or wrong. It's about opening yourself up to new possibilities and embracing the opportunity to learn and grow

Acredito que o tema feedback foi bem abordado do ponto de vista de quem o recebe. Mas gostaria de contribuir com uma dica para quem é o responsável (que vou tratar como Gestor) por dar o feedback. O Gestor deve contribuir com sugestões práticas, acessíveis e metas realistas. Isso vai dar a oportunidade do colaborador entender seu papel dentro do contexto e sentir a confiança que está sendo depositada nele.