Here's how you can professionally handle negative feedback with finesse.

Feedback is often provided incorrectly and at the wrong time. If you receive negative feedback, think for 5 seconds before taking action. Emotions can be high, and the instinct is to become defensive. First, listen to the feedback and try to stay calm (not easy, I know!). Assess if it is based on objective evidence - sometimes, it is vague and difficult to pinpoint. Consider also why the person is providing you with feedback and who this person is. There is another aspect, their intent. When you have enough facts, you can decide on the best way to reply or whether you want to reply. There could be interesting points you can consider and reflect upon, or it could be an individual venting their opinion.

One tip for handling negative feedback with finesse is to not seek it out until we are rested. I have a rule not to look at feedback surveys until the day after an event. When you have just given your all, you are too tired to take it well. That one outlier can really get to you. Read feedback the next day. Read it with a curious & compassionate mind and try not to velcro the negative. If there is an outlier who is unhappy, seek them out and explore what didn't work for them. They might just become your biggest advocate...

Negative feedback are always harsh and it often pulls pound of flesh out of your body. But there is a big positive side to it when we take it right perspective instead of going into emotional zone. Rather take it ahead and keep it as a challenge for urself to bring that change within so that u over come that.

Feedback is a gift, whether it is positive or negative. Negative feedback creates an opportunity for learning and growth. Be an active listener, ask questions, understand the background without being defensive. Gain clarity with the person giving feedback on what change they would like to see, get advise from them or the mentor/coach on how to implement the required change in behavior. Create an action plan and work towards it.

A positive feedback loop fosters and builds trust across your team. Be an active listener and receptive to feedback. Action and authenticity are extremely important in your response (physically and verbally). Being receptive to feedback becomes potentially more difficult the senior you are. This pitfall should be avoided at all costs. Do not be afraid to follow-up and ask those that identified the concern if positive change has been made.

I learn that there is no need to accept and respond to feedback on the spot. Analyse the feedback with more facts and time to decide if it’s valid and how it can help with self improvement. However sometimes no action and response is the best action.

One should always welcome feedback, negative or positive. While positive feedbacks give encouragement for doing better, negative feedbacks give opportunities for improvement. So the negative feedbacks should always be analysed with open mind, see the flaws, if any, plan corrective measures required and implement. Also we should not forget to thank the person(s) for their kind support.

Keep the deliverer in mind: • The feedback is not always about you. • Remember that perspective is usually through the lens of personal experience, needs and/or how you can better serve. • Take it in as part of a needs assessment where applicable, instead of as “something wrong with you.” • If it is someone that you look up to, it’s likely mentorship. • If the person isn’t quite “qualified” to criticize and it’s just negativity, come prepared to demonstrate your position. It could mean a lack of understanding. • Get additional opinions from people you trust to be honest. • If all else fails and it’s just jealousy, don’t absorb it. While it’s frowned upon to discuss in a professional setting, it is a real thing that occurs.

After a day or so, reach back out to the person that gave you the negative feedback just to say thanks for the feedback, and acknowledge that you know giving that type of feedback is difficult. If you have clarifying questions, or would like suggestions on how to improve, it's OK to ask.

I think understanding the root cause of the issue associated with the negative feedback is the key. The feedback itself is the outcome of dissatisfaction, so in order to address the feedback properly one should get the context of the feedback right first.

It is important to listen to the feedback without being judgemental. Acknowledge the points and thank the person for the input. Find value in what has been shared and respond professionally. This shows your ability to handle criticism and your commitment to personal growth.

I think the first thing I have always said is, “thank you for your perspective”. It’s important to remember that expectations are only met when communication starts. As a life long learner, I have always sought to better myself. That can only happen when we realize there may be different ways to get work done.

The way you responded to the feedback will impact the level of resistance of the others and sequencly the level of change. In your responses be careful not to being a reason for resistance instead of being a proactive helper to change. Don't close your eyes in front of the feedback inputs rather than focus on the problem and the way to solve it.

Sometimes the most appropriate answer is to let the person know you hear their feedback and would like time to process it. Honesty goes a long way in situations like this too. Say "you have given me a lot to think about and with a new perspective I haven't considered" then ask for time to process. Setting a time to come back and discuss makes you look like a true reflective practitioner.

When receiving constructive coaching realize it comes from a place of wanting you to succeed. Listen, take time to absorb and acknowledge your understanding. Accept what is being said as someone’s point of view and you may need time to reflect and come back to discuss next steps. Accountability is important when merited. The ability to apologize when appropriate breeds respect. Handling these sticky conversations will go a long way to foster healthy relationships.

100% best feedback I ever had as an 18yr old graduate trainee at Ford Motor Co was “you’ll do well here” Why? I replied. “ because you always do what you say you’re going to “ Is it really that simple? I said “You better believe it “ Stood me well throughout my whole career. 👍

Agir sobre o feedback recebido é crucial para demonstrar habilidades reais de gerenciamento de mudanças. Desenvolva um plano detalhado para abordar as críticas, que pode incluir a definição de novas metas, ajustes em processos de trabalho ou busca por treinamento adicional. Tomar medidas concretas mostra proatividade e comprometimento com a melhoria contínua. Acompanhe seu progresso regularmente para garantir que as mudanças estão surtindo efeito. Isso não apenas demonstra sua capacidade de adaptação, mas também destaca seu empenho em evoluir profissionalmente, transformando críticas em oportunidades para crescimento e desenvolvimento.

Implement changes regularly review and make adjustments as required. Sometimes what makes you strong can make you weak so channel some of the spare energy for high performance improvement to areas that require attention.

Always consider any feedback as a response to a positive or negative impression you have made. In some circumstances the way you behave might have a negative impression. Consider your emotional intelligence is under test. Based on the perspective, values and needs of others, what can you do next time to leave a more positive impression on these stakeholders. It doesn’t mean anyone is in the wrong, only that you should be more aware of how your actions, demeanor, delivery/response might be construed by others as negative. If your intent is to do right, and consider others opinions, take time to analyze how you can act in the future. If you believe it’s not within your capacity to change what you are doing, seek advice from your manager.

I completely agree that taking action on feedback is where the rubber meets the road. To ensure meaningful change, I develop a plan that addresses each valid criticism. This will involve setting specific, measurable goals, refining my work processes to enhance efficiency, and seeking additional training to fill any knowledge gaps. By proactively implementing these changes you illustrate commitment to continuous improvement and growth, ultimately driving better outcomes.

Little bit beyond follow up; to try and get to understand the perspective, contributing to the negative feel. A lighter, cosy atmosphere will b the right ambience for the person to open out one’s heart That session giving ur useful ears could possibly b a magical recipe for course correction at either end.

Following up with the person who provided feedback demonstrate your commitment to growth and improvement. It shows that you value their input and are taking their suggestions seriously. By following up, you can provide them with an update on the steps you have taken based on their feedback and ask for their opinion on the progress you have made. Additionally, asking for their opinion on your progress shows that you are open to further feedback and willing to continue improving. It also allows the person to provide additional insights or suggestions that could help you further refine your approach. Overall, following up with the person who provided feedback is a key component of handling negative feedback with finesse.

Always recognize the criticism of your peers after the fact. For example, when in meetings, acknowledge that you are aware you need to improve in an area, and ask for ways you can improve. And apologize if you are still struggling with it. Being transparent in front of your colleagues about the issue and actively seeking to improve is just as important as resolving the issue itself.

Once you've had a chance to reflect on the feedback, ask for a specific timeframe for follow up - something like "can we schedule a meeting 3 months from now to assess whether we can see progress or improvements in this area." Use "we" to reinforce the mutual commitment to improvement - it can't be 100% on you. Ask for third party involvement - " in 3 months, I'd like you to ask (the telecom vendor, the project manager, the network consultant) where they have seen improvements." This ensures the original feedback, and your performance, are vetted by others.

These leaders would use, what I call the the 5 Es – Explain, Excite, Enlist, Enable or Enjoin – in an appropriate mix in their approaches. The mix was determined by the leader based on her / his understanding of the nature, preferences and biases of the audience; rarely was a single lever used in isolation.

Listen first when receiving feedback of any kind. Try not to respond at all initially. Then as you process (and yes, take time to process) add time to consider: who is providing that feedback? Do you trust and respect that person? Yes, even if they happen to be your direct manager. If you do, then reflecting and having a follow up to ask clarifying questions so you can take the feedback to heart works very well. If you do not trust and respect them, the feedback may still be valuable, whether because they are right, or their perspective is important to understand, or you find they are threatened by you. Think of it as collecting information. More is better. Then you can choose to change your actions, or not, based on that information.

Feedback is gold. Try not to over react or under react. It’s human nature to become defensive or even aggressive when people tell you things that may be perceived as critical. Actually that’s what you need. Better to receive everything in silence rather than responding in a way that means you don’t get these precious nuggets of gold again in the future.

Even so called "negative feedback" can be a compliment and a blessing in disguise. If someone really wants to take time of their lives to help you grow, you should take full advantage of it and be motivated to improve! That mindset alone will (to stay in the EURO2024 theme) bring you at a 1-0 advantage! :)

In my experience, negative feedback is in itself very positive. Oftentimes people only give negative feedback when they either expected better of you or when they want you to do better going forward. Both of these are positives to take from the negative feedback. People who expected better of you are largely people that already hold you in high esteem (a positive trait) and those that want you to do better in future are essentially people who see you as part of the organisation's future (another positive). In my view, take the lessons shared above and embrace negative feedback, you should only start worrying when you are getting no negative feedback at all