{"id":2492,"date":"2020-09-24T15:00:47","date_gmt":"2020-09-24T19:00:47","guid":{"rendered":"https:\/\/www.executivecraft.com\/?p=2492"},"modified":"2020-09-29T13:17:13","modified_gmt":"2020-09-29T17:17:13","slug":"receiving-feedback-is-a-valuable-skill-for-compassionate-leaders","status":"publish","type":"post","link":"https:\/\/www.executivecraft.com\/ru\/receiving-feedback-is-a-valuable-skill-for-compassionate-leaders\/","title":{"rendered":"Receiving Feedback is a Valuable Skill for Compassionate Leaders"},"content":{"rendered":"

Receiving Feedback is a Valuable Skill for Compassionate Leaders<\/strong><\/h2>\n

It’s unfortunate that the word \u201cfeedback\u201d has a bad rap in our culture. The reason is fairly obvious, that many fear feedback because, for them, it has become synonymous with condemnation and disapproval. A sort of \u201cWhat is wrong with you?\u201d declaration that makes many of us defensive from the get go. This makes both giving and receiving feedback a skill that must be developed for it to be constructive \u2013 to both the giver and receiver.<\/p>\n

\"receiving<\/p>\n

These days, when confrontation seems to be the norm, that is easier said than done!<\/p>\n

Yes, there\u2019s an art and science to both giving and receiving feedback. Soon (next week), we\u2019ll talk about giving feedback. Today, let\u2019s look at how to embrace your performance reviews and not dread them. It\u2019s time to get the most out of the information that people give you relative to your performance.<\/p>\n

Does it take you several days to come back after you\u2019ve received feedback that triggered your self-doubt? Do you keep replaying these conversations, ruminating, feeling deeply hurt? I\u2019m going to offer you three valuable strategies that\u2019ll transform your relationship with feedback \u2013 fast.<\/p>\n

Strategy 1: Understand what feedback is and what it is not.<\/strong><\/h3>\n

For some, feedback can be a trigger; though constructive feedback isn\u2019t meant to offend or hurt. Yet, if you\u2019ve been given feedback in an unskillful way that resulted in a traumatic experience, it\u2019s fairly natural that any kind of criticism could make you feel defensive. Still, you can\u2019t allow someone\u2019s lack of tact, communication, or leadership skills to affect you so deeply. When you have a clear understanding of what constructive feedback is and how it should be given, you have the power to take what you need and disregard everything else.<\/p>\n

Constructive feedback is based on facts. It\u2019s not a judgement of who you are but of what you do. It\u2019s offered as information about behavior; which of your actions are working and which are not. When done properly and offered in good faith, constructive feedback presents you with a detailed explanation of behavior that needs to be changed, and how to change that behavior. Constructive feedback is not general. It\u2019s not a passive aggressive duel, microaggression, or blaming. It\u2019s concrete and actionable, with a goal of making positive change.<\/p>\n

Strategy 2: Train emotional agility to be able to listen mindfully.<\/strong><\/h3>\n

To be able to integrate constructive feedback, you need to stay grounded, be present, and listen with an intention to understand. This isn\u2019t achievable if you\u2019re in the flight, fight, or freeze zone. Emotional agility is the process of being with your emotions without getting carried away by them, trying to change them, or avoiding them.<\/p>\n

The process of receiving feedback can be agonizing if you\u2019ve been hurt by it in the past, causing your mind to go through the loops of anxiety, anticipating the worst. It can trigger the most wearing emotional responses, such as:<\/p>\n