Receive feedback without rushing to defend
Receive feedback without rushing to defend
Let the other person finish. Write down the behaviour and impact they describe, then summarise the message to confirm your understanding. If the feedback is broad, ask for an example.
You can say: “I would like to understand which part of the meeting you mean.” Take time to reflect before committing to a change you cannot sustain. Where you disagree, explain your view calmly and stay open to testing a different approach. Receiving feedback does not require accepting every judgement.
A workplace example
A colleague says your updates are difficult to follow. Ask which update they mean and what information was missing before explaining how much work you put into preparing it.
Try this in practice
- Let the person finish.
- Ask for a concrete example.
- Choose an adjustment you can test.
What can you learn even if you disagree with part of the feedback?
More on leadership
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Separate what is confirmed from what is still being decided.
LeadershipCoach with curiosityBegin a coaching conversation by asking what the person wants to work through.
LeadershipSet expectations with empathyEmpathy and clarity can work together.
