Como você pode lidar com o feedback entregue de forma conflituosa?

One way I stay calm and listen is to seek practical, actionable feedback from the source. Ambiguous opinions and perceptions don't help produce growth. I simply ask "What do you mean by that?", or "Can you provide a specific example so that I may grow from your vital observations?".

Ideally we only give feedback when we're feeling calm. Just like a wise mechanic waits til the overheated car cools down before looking under the hood to fix things, the person giving feedback should wait until the situation is less emotionally charged, or at least until they are less emotionally charged. When someone holds back too long on giving feedback, when it does come out, it's often laced with and emotional charge though! If you receive that kind of feedback, try to remember the person is overwhelmed, overheated and probably, not experienced at giving feedback. So stay calm, if you can. Ask clarifying questions, and for specific examples of the behavior. Try to have empathy and appreciation for their (clumsy) approach.

Mantente sereno y evita responder de forma defensiva. Después, dedica tiempo para reflexionar sobre la retroalimentación, considerando si hay áreas en las que podrías implementar mejoras. Es crucial escuchar de manera activa y reconocer la retroalimentación recibida. Expresa tu gratitud hacia quien te proporciona sus comentarios y muestra disposición para trabajar en las preocupaciones que han sido expresadas.

Stay calm and try not to react defensively. Listen actively, acknowledge the feedback, and ask for specific examples or clarification if needed. Respond with a calm tone, focusing on understanding their perspective. Avoid arguing or getting defensive. Thank the person for their input and express a willingness to address their concerns. Later, reflect on the feedback to determine if there are areas you can improve upon.

Feedback is always welcome. Of course, it may not always be delivered in the way we prefer. Even so, the idea is to consistently reflect on everything that has been said and evaluate what can be learned. Although you cannot control how this feedback will be provided, you can control how you process what has been said. Make the most of the information provided! If you find yourself in a situation where clarification is needed, do so calmly and provide examples to justify your responses.

Ouvir atentamente o que a pessoa tem a dizer. Preste atenção aos pontos específicos que ela está levantando e tente entender seu ponto de vista. Agradeça o feedback, mesmo que você não concorde com o feedback, é importante agradecer à pessoa por ter tomado o tempo para lhe dar o feedback.

Acknowledging and validating feelings when receiving confrontational feedback is crucial for effective communication. By expressing empathy through phrases like "I appreciate your honesty" and "I understand your frustration," you recognize the other person's right to express themselves, fostering a respectful dialogue. This approach doesn't mean agreeing with their views but shows respect for their feelings. Such empathy can reduce tension and pave the way for more constructive and open exchanges, transforming challenging interactions into opportunities for growth and understanding.

The ability to stay calm in situations like that is the best skill you can develop as a leader. Give the person an opportunity to speak more and focus on asking questions only. Asking questions will give you clarity and more insight.

One of the best ways to help a person feel seen and heard is to acknowledge feelings of unfairness. As children, we are taught to believe we love in a just or fair world. However, bad things happen to good people and bad people often live full lives. Before dismissing someone’s stories and feelings consider if you are being a harsh judge of someone’s response or character? I often ask myself, if this were my child, how would I comfort them? It’s tough sometimes but often our inability to be kind has less to do with the other person and more to do with our own triggers at a given situation.

Acknowledging input is key to effective leadership. Not only does it give the individual(s) validation in their opinion/input, it allows them and the giver/receiver an opportunity to work through what has been said, instead of letting it fester and become a much larger issue in the future. This approach proactively addresses issues, and improves employee/employer relationships, trust, and overall job satisfaction.

It's important to start by thanking them for their feedback and recognizing the importance of different viewpoints. Let them know you're open to making improvements and that you're taking their concerns seriously. Talk about the specific actions you intend to take to solve the problems they mentioned. This shows that you're responsible and helps build a better relationship.

Stick to the facts. Argumentative and accusatory responses never lead to a winning outcome for either party involved. Mistakes and oversights can be made, and it is okay to acknowledge and admit to a client that the situation should have been handled differently. Be honest and upfront, even if the news is not the best. After the emotional response dissipates, the legitimate understanding will follow with appreciation for not sugarcoating the truth. People respond well to actual and factual. Keep it simple and professional. Be clear and concise. After presenting the facts, sincerely ask the individual(s) how the situation can be made right and try to meet in the middle with an amicable solution for all parties involved.

Openess to resolve and to avoid recurrence, sharing ideas, identifying gaps and tasks, admitting mistakes are the foundation for connection and conflict solution and a better future collaboration.

Absolutely, responding positively is vital. Begin by expressing gratitude for their feedback, acknowledging the value of diverse perspectives. Communicate your openness to improvement and assure them that their concerns are taken seriously. Highlight specific steps you plan to take to address the issues raised, demonstrating a commitment to resolving the matter. This proactive response not only shows accountability but also contributes to fostering a more constructive relationship.

Start by thanking the person for their feedback, appreciating their willingness to share insights and showing your openness to improvement. Address the specific points of the feedback clearly, and if there are disagreements, calmly present your perspective with evidence or examples. If the feedback points out your mistake, admit it and apologize sincerely, demonstrating responsibility. Conclude by proposing practical solutions or action plans to address the issues and prevent future problems, fostering a collaborative and productive work environment and turning challenges into opportunities for growth and understanding.

Sometimes those who provide confrontational feedback would want to have answers and/or comments immediately and it can feel pressuring to respond. It is important to not react hastily and instead let the other person know that the feedback is being reviewed/considered. Provide appropriate timeline on when you can respond to it. And when responding, be specific on your points, provide action items, set deadlines and follow through on that. This way the other person will feel not just heard but understood.

If you are the giver of the feedback, set a check-in date in a predefined period of time, monitor the effectives of the feedback over that time, and meet to discuss any further input. This step is important to both accountability of the receiver of the feedback, but for them to also know you are their to support them, and will be continually, as needed. Conversely, if you are the receiver of the feedback, having either a one-off, or predefined frequency of check-ins, afterwards both instills what is being said is important, as well, it also helps to build the interpersonal relationship further and can lead to opportunities for growth for all parties involved.

Following up and following through is vital in dealing with confrontational feedback for several reasons, one of which is that while it is great to assume the best intent when dealing with people, you have no way of telling exactly what their intent is and what might happen as a result of your meeting. Reiterating the points from your meeting in an email might serve as documentation that might save you in the future. Another benefit is that capturing the details of the conversation when each party has had time to calm down tends to lighten up the situation. Following through on your part is also necessary for accountability purposes.

No room for failure, talk the talk and walk the walk, stay engaged and ask for understanding of all opportunities for success and prevent arguments that will cause failure, by being a leader to consistently improve and deliver the team confidence to achieve team success

Este punto connota un nivel de profesionalismo acertado en donde las partes discuten con propiedad el lenguaje profesional acertivo, aquí de se debe ser muy responsable con la jefatura como con el grado profesional que se tiene. No hay duda que al entregar la información en orden y discutir los procesos de mejora para el bien común implica un grado de madures y responsabilidad que todos deberíamos tener.

Confrontational feedback can be hard to receive. While it’s in a professional setting, triggers can still be activated and it’s important to process the experience and take the lessons learned to move towards a positive path forward. Some questions to consider are: How would you have handled giving that type of feedback to yourself? Is there an opportunity to let the individual know what style of feedback is preferred to help you feel encouraged, supported, and motivate to move forward?

Self-awareness is hard to come by, but confrontation has a way of pushing to the surface the kind of things we need to know about ourselves so we can work through them. Feedback of any kind is hard for those with doubts and questions about themselves. Even praise can be hard to know how to handle. Our choice is to muddle through and do disaster control afterward, or determine to learn and grow so that future feedback is helpful and not harmful to us, our relationships, and our work. Find a good coach or counselor and go in with a teachable heart and desire for a better tomorrow.

Sin duda el aspecto más valioso de la retroalimentación es la oportunidad que nos entrega de mejorar, creciendo personal y profesionalmente. Para lograrlo, debemos ser capaces de ir más allá de lo que nosotros mismos pensamos o sentimos, abriéndonos un espacio para reflexionar y cuestionar la forma en que hemos estado haciendo las cosas. Creo que lo más importante es recordar que como seres humanos somos infinitamente perfectibles, y estas situaciones que pueden resultar desafiantes o incómodas, nos abren un mundo de oportunidades para construir una mejor versión de nosotros mismos en el futuro.

One thing that has supercharged my ability to learn and grow from direct feedback has been to immediately write myself an "After Action Report" after the confrontation. Start by writing down the feedback you received in your own words while its fresh in your mind- I typically write the feedback in the form of a bullet point list where I can identify each topic that was discussed. Then, under each point, I write out specific, actionable tasks I can implement to improve and grow in that area. Finally, I review this report weekly - then as needed - to check in with myself periodically and ensure I'm making - and sticking with - the changes I want to make.

To me, feedback is a gift; appreciate the insights, focus on content and intentions, not just the tone. Embrace a growth mindset, learn from conflicts, and become a better communicator. It’s my compass for continuous personal and professional development.

The best course of action for the future is to reflect on any problems and work to prevent them by addressing their underlying causes. This greatly aids in your personal development and reduces the amount of time you waste on problem-solving. As a result, taking preemptive measures to avoid uncertainties in the future is a good idea.

Self-reflection serves as my compass, guiding me to prevent and prepare for future situations. I take the time to reflect on my actions and consider how I may unintentionally contributed to conflicts. Through this process, I strive to adopt alternative approaches and strategies that can be applied in similar circumstances, preventing the repetition of past mistakes. This commitment to reflection and critical thinking is vital for my personal growth, ensuring that I learn from previous experiences and evolve in effectively handling challenges.

Handling confrontational feedback involves staying calm, seeking clarification, and focusing on solutions. In the energy sector, when faced with criticism about project delays, respond by highlighting unforeseen challenges and proposing mitigation strategies. Emphasize a collaborative approach, fostering constructive dialogue rather than defensiveness. Learning from setbacks is crucial; share an instance where feedback led to positive changes in project execution. Ultimately, maintaining professionalism and a growth mindset transforms confrontational feedback into opportunities for improvement.

To manage confrontational feedback in projects, as a project manager, it is crucial to apply active listening, empathy, and emotional intelligence. When faced with confrontational tones or verbal abuse, it is essential to mentally set aside such elements and assess the consistency of feedback. For example, if a product owner complains about the quality of a deliverable or a delay in its construction. After identifying the coherent points and based on the project management approach (traditional, agile or hybrid), its scope and deliverables, define a detailed action plan with activities, dates and responsibles. Execute the plan, with a weekly follow-up and report each week the progress showing evidence.

Tente entender a perspectiva da pessoa que está dando o feedback e considere o feedback de forma imparcial. Não deixe suas emoções ou ego interferirem na sua avaliação do feedback.

Be Positive It's important to postively listen and realise the areas of improvement. Acknowledgement helps both the listener and the speaker to ensure they are on same page. Kindly prepare minutes of meeting and have constant follow up.

In my work with those trying to leave addiction behind, we help them see that confrontations and even simple feedback that triggers us, is a goldmine of opportunity to learn about ourselves on a deeper level. When triggered, it's an "idiot light on the dashboard of life." Trying to not be triggered is waste of time and almost impossible to pull off. Follow the trigger to its origin and deal with whatever you find, and the next time we receive feedback that is delivered unkindly, we will find that the freedom to choose our response is slowing coming to us!