Here's how you can navigate criticism from your boss in a consulting career.

Ask for specific examples of how your performance was not up to standards and for recommendations or examples about how you can improve. Second, you should ensure that your boss knows that you're open to making improvements. It never hurts to simply say, “I'm ready and willing to do whatever it takes to improve.

Embracing feedback is a crucial sign of maturity in any professional, however, feedback has to be analyzed first to be acted upon. Most of the time feedback can be divided into two groups: Objective: Originates from failure to meet standards, policies, laws, processes, deadlines, or promises to clients, and provides direction towards compliying. Subjective: Anything that originates solely on the opinion of the person providing feedback and provides no actionable insights. Useless feedback does exist and being able to identify it and communicate the findings in a respectful and professional manner is a skill that takes time to develop.

Most opportunities in consulting come with unique variables—clients, scope, complexity, time, and team dynamics, to name a few. What earned you accolades on one project might not work as well with a different client. When you receive feedback, focus on understanding the why behind it. Conduct a post-mortem analysis: How did you end up here? What could you have done differently? How can you improve? What steps can you take to make things easier in the future? Sometimes, feedback may seem unfair. That’s okay. Discuss it with trusted colleagues and seek their candid input. Even if your approach didn't deserve criticism, ask yourself if there was a better option available. Reframe the critique as an opportunity for continuous improvement.

Don’t feel the need to always defend yourself—it doesn’t change the feedback already given. Instead, take a step back, let a day pass, and review the feedback again. This time buffer helps remove immediate emotional responses, allowing for calm reflection. Objectively consider: Is the feedback valid? What’s the context? How does it look from my manager’s perspective? Reflect and seek guidance if needed. If the feedback seems unclear or unfair, provide examples for clarity. Shift from a “me vs. you” mindset to a “me and you” approach for a collaborative resolution.

Consulting is challenging, but often, you're not reinventing the wheel. Many of your peers have encountered and solved similar problems, sometimes even more complex ones. Take the time to understand the problems they’ve solved and the approaches they took. Ask questions about why they chose certain paths. Gaining insights into their processes can provide you with opportunities to become a better consultant–even get you excited about your next project. Often, the solution remains the same, but the path to get there varies. Discuss your challenge with colleagues to gain a broader perspective. Additionally, sometimes you just need a break, take time for yourself to refresh your mind and come back to the issue later.

Without feedback, we cannot grow. When receiving feedback, I try to identify if there is any information that can help me grow. I also remember that it takes courage to give feedback, so I try to have gratitude for the person who is willing to share feedback in an effort to help me grow.