Few phrases can send your heart racing quite like the inquiry, “Do you have a moment for some feedback?” Yet, that initial anxiety can quickly dissipate when your organization has firmly embedded a culture of constructive feedback.

In a prior article, I delved into the recipe for delivering effective feedback. In this piece, we’ll shift gears and explore the art of receiving feedback with grace and effectiveness.

The Recipe for Successfully Receiving Feedback

Positive Intent

As previously emphasized, positive intent forms the bedrock of successful feedback. Just as the person providing feedback must approach the conversation with constructive intentions, it is equally vital for the recipient to grasp this concept. When someone approaches you with feedback, especially if it’s of a constructive nature, embrace it with an open mind. Understand that the person delivering the feedback genuinely wishes the best for you and harbors no ill intentions. In many cases, providing feedback can be just as challenging for them as it is for you to receive it.

The Art of Receiving Feedback

Permission

Before you receive any feedback, it’s essential that you’re given the option to accept it willingly. The decision to be open to feedback should be entirely yours, influenced by personal factors that only you can discern. While it’s encouraged to remain open to feedback as often as possible, you reserve the right to decline feedback when circumstances warrant it. Never allow yourself to feel coerced into accepting feedback. Remember, the purpose of feedback is to assist and enhance your growth.

Active Listening

When feedback is being presented, it operates as a one-way street.

As the recipient, your primary role is to listen attentively without immediately providing a counter-argument or initiating a discussion. The individual delivering feedback should also be aware of this dynamic and may expect an uninterrupted dialogue.

Always keep in mind the positive intent mentioned earlier. Constructive feedback might be challenging to digest, and it’s easy to take it personally and feel attacked. However, it’s crucial to refrain from doing so. Reacting emotionally and failing to view feedback through a positive lens will only hinder your personal growth, and it may erode the feedback culture within your organization.

Reflect and Act

After receiving feedback, take some time to process the information presented to you. Reflect on the specific behaviors mentioned and the accompanying examples. Do you genuinely understand the feedback, and do you recognize its validity? Should you consider making changes or adaptations based on this input?

Remember that the decision to act on the feedback or not lies entirely with you. However, be aware that your choice will carry consequences, and it’s essential to weigh these carefully.

Examples

You receive feedback that you raised your voice while interacting with a customer. The person providing feedback cites a particular incident, and you vividly recall the interaction. It would likely be in your best interest to be more mindful of your tone during customer interactions. However, if you opt not to make adjustments, be prepared for potential repercussions.

You receive feedback that the food you brought to work emitted an odor in the break room while you were eating it. The feedback includes a specific date and details about the food item you were consuming. This feedback may appear more subjective than objective, primarily reflecting personal preferences. While you could choose not to bring that specific food item to work again, it’s important to remember that there are likely no company policies prohibiting you from enjoying it during work hours.