Here's how you can handle feedback without getting defensive or taking it personally.

When I joined my first organisation I used to take feedback to my heart it felt like a personal attack on my capabilities and as a fresher you always want to put forward best work but eventually after period of time I realised it was the people experiences that they teach you through feedback because then only you will improve because if somebody has worked 5 years more than you they will something better unless there is hidden agenda in feedback so since then I keep it handy on my notes and discuss it with concerned person as well as third party like friends or colleagues to get their perspective that’s when I started to improve. So have an open mind, there is always something to learn and grow and don’t take anything on heart.

If someone gives you feedback, kindly listen to them before reacting. Sometimes you will receive some negative feedback but no one has the mindset to give suggestions to break your self-assurance. They try to inspire you to become a better person in your career path! Don't act in an unprofessional manner and instead view them as opportunities for your personal development. Please ask them for additional guidance on how to best utilize your domain-specific expertise.

If you know you will be receiving feedback, be prepared for it. Be calm and breathe, rid yourself of the instinct to be reactive, and remain receptive to what is said. Listen fully without interrupting, and then summarize what has been said back to the feedback-giver: Such as, "Thanks, so what I am hearing is I need to do more of XXX," or this kind of response. It is also fair, depending on the timeline or project, to respond like that and ask for a day to two to think about it, then ask to re-discuss it. You will then have processed the information and will be more amenable and creative in your problem-solving and understanding of the feedback.

There is always a growth opportunity for constructive feedback, both good and something you need to work on. I do my best not to take anything personally and always look at it as a place to learn and get better. If its given in a non-respective manner, I do ask that the person takes a step back and please return with constrictive criticism in a more respectful manner

To handle feedback without getting defensive or taking it personally, start by actively listening and focusing on understanding the feedback fully, without interrupting. Maintain a growth mindset by viewing feedback as an opportunity for development and improvement. Separate the feedback from your identity, recognizing that it pertains to specific actions or behaviors, not your worth as a person. Respond calmly and thoughtfully by taking a moment to process the feedback, asking clarifying questions if needed, and thanking the person for their input. Express your willingness to improve, even if you don't agree with all points. This approach fosters a constructive and positive response to feedback.

My views would be. Pause and Process: Take a deep breath and give yourself a moment to process the information. This pause helps manage immediate emotional reactions. Identify the Core Message: Ask yourself: What is the fundamental point being conveyed here? Determine if there is merit to the feedback. Reflect Constructively: Consider the feedback objectively. Ask yourself: What assumptions or behaviors of mine are being challenged? Think about how you might use this feedback to improve. Plan Your Response: Formulate a thoughtful response that addresses the feedback. Make sure your response is constructive and aimed at fostering understanding or improvement.

Reflection is what makes you progress. Instead of responding I would reflect even if it is not a constructive feedback. Here is what I would do 1 Listen Actively: Pay full attention to the feedback without interrupting or planning your response. 2 Seek Clarification: Ask questions to ensure you understand the feedback completely. 3 Reflect : Take time to reflect focusing on improvement rather than defense.

When you first hear feedback, it’s natural to feel a surge of emotions. To handle this without becoming defensive, practice pausing before you respond. Take a moment to process what was said and breathe deeply to calm any immediate emotional reactions. For example, if your manager says, "Your report was not thorough enough," resist the urge to immediately defend your work. Instead, take a deep breath and say, "I appreciate your input. Can you help me understand which areas needed more detail?" This pause allows you to approach the feedback with a clear mind and a willingness to learn.

You will get a lot of feedback, from different sources. There's always the risk of getting too much data. So you need to focus on reflecting on what you heard and defining actionable insights based on the raw data. I personally start with grouping the feedback under themes, and then try to define interdependencies or cause/effect relationships. This helps me distill the information into more manageable topics.

After the meeting, take some time off from work to have a coffee or a walk and indulge yourself in a different activity for 15 mins. Later, come back and review your notes and see how you can meet expectations and what actions and efforts would be required for the same. It's all about perspective and a clear mind.

When receiving feedback, it is important to maintain composure and refrain from becoming emotional or stressed. Upon receiving feedback, it is advisable to refrain from impulsive reactions and instead, take note of the points provided. Subsequently, find a comfortable and quiet environment to review the feedback thoughtfully. Engage in a calm analysis and introspection to identify areas for self-improvement. With a focused approach, devise a plan for personal development and execute it diligently.

The best way to keep it all on the field is to relax and take notes and see the feedback as given for a third person in the conversation. This exercise removes the 'personal' element from the conversation and you would find that your feelings don't overwhelm you and you can have a clear head.

Handling feedback is an art that requires objectivity and emotional intelligence. It’s crucial to separate facts from emotions. View feedback as a tool for growth, not a personal attack. Understand that it’s about your actions, not your identity. Focus on the factual aspects of the feedback, dissecting it into actionable items. This approach allows you to address the issues without feeling defensive or taking it personally. Remember, feedback is a stepping stone to improvement, not a measure of your worth. Embrace it with an open mind and a resilient spirit.

When you get feedback, you have to be actively listening to the other person. This will allow you to really understand the perspective of the other person. It's equally important that you ask questions through the conversation so that you clearly understand what are personal opinons vs. facts, what are one-off events vs. persistent behavior, what is critical to correct immediately vs. what would be nice to improve, etc. It's a dialogue so it has to include questions so that you finish the event with all the pertinent information and there are no misunderstandings afterwards.

🗹 Seek Clarification: Ask questions if feedback is unclear. Gain a full understanding by requesting specific examples. 🗹 Engage Actively: Show willingness to learn and improve. Demonstrate engagement by seeking detailed suggestions. 🗹 Ensure Correct Interpretation: Clarify to accurately interpret feedback. Avoid misunderstandings by confirming points discussed. 🗹 Create Dialogue: Turn feedback into a two-way conversation. Diffuse tension and make the session more informative and comfortable.

Seek Clarification To ensure you fully understand the feedback and to avoid misinterpretations, ask clarifying questions. This not only shows that you are engaged and open to the feedback but also helps you gain a deeper understanding of what is being suggested. For example, if a colleague mentions, "Your emails are often confusing," respond with, "Can you provide specific examples or point out which parts of my emails are unclear? I want to make sure I address the exact issues." Seeking clarification helps you get to the root of the feedback and shows your commitment to improvement.

Questions are to be asked when the language is ambiguous in terms of expectations or areas of improvement. Such as, "You need to have more sales this quarter." Follow up questions can look like: Q. - Currently, I am achieving/on track for 'xx' numbers. What is the only ideal target for me. Your questions should be relating to getting a specific KRA/KPI target, behavioural traits change, solving communication barriers and understanding the situation by the other person's perspective.

Handling feedback without defensiveness involves active engagement. One effective strategy is to ask questions. Instead of reacting immediately, seek clarity. Ask for specific examples to understand the feedback better. This not only shows your willingness to improve but also helps in depersonalizing the feedback. It shifts the focus from you to the behavior that needs change. Remember, questions are a bridge to better understanding and improvement. So, embrace feedback, ask questions, and turn it into a constructive conversation.

If you do not take action, you will waste your time and the time of the people providing you feedback. Define the actionable insights, define the key activities to address the root cause and the symptoms, and then prioritize everything. At the end of the process, you will have a very well defined plan of action for both short term improvements as well as longer term improvements.

Handling feedback without getting defensive involves proactive action. The key is to plan action based on the feedback received. Instead of dwelling on the criticism, focus on the steps you can take to improve. This shifts the narrative from a personal critique to a roadmap for growth. It’s not about who you are, but what you can become.

An action plan and feedback document will surely help. Make sure it is exhaustive of all permutations and combinations of the situations that are privy to your duties. Make a detailed tree chart of possibilities and each branch should contain an individual flowchart of the process flow and areas of improvement should be added and highlighted. Below l, also write all feedback and your approach to achieve the expected results. Share the same with your reporting manager with a date when the meeting took place and a date till which all is to be achieved. You can also add an improvement and feedback table to this document and review together.

Feedback is only useful if actioned; don’t get choice paralysis on deciding what to do. Instead, break down the feedback into steps and “non-negotiables” to action it. Understanding the “why” about what the feedback is for is crucial to how you action it. It can help to write the question out then segment it into “what, why, how” to develop a useful action plan to stop paralysis around feedback. Remember, feedback doesn’t have to be negative if you create a positive plan to action it.

Feedback is only useful if actioned; don’t get choice paralysis on deciding what to do. Instead, break down the feedback into steps and “non-negotiables” to action it. Understanding the “why” about what the feedback is for is crucial to how you action it. It can help to write the question out then segment it into “what, why, how” to develop a useful action plan to stop paralysis around feedback. Remember, feedback doesn’t have to be negative if you create a positive plan to action it.

Implement and Follow Up After receiving and reflecting on feedback, take concrete steps to implement the suggestions given. Show that you are serious about making improvements by setting specific goals and following up with those who provided the feedback. For example, if feedback indicated that your project management skills need enhancement, you might take a course on project management and then inform your manager, "I’ve enrolled in a project management course to improve my skills and address the feedback you provided. I look forward to demonstrating these improvements in our upcoming projects." Following up shows your proactive attitude and dedication to growth.

You can read many stories about failures and success for example on medium. It is a great way to summarize your problem and tell others what did or did not work for you. These stories are really important and valuable. Not only can you learn from your failure and success, but others too.

I've been reading a lot of Albert Einstein lately and its super important to stay open and be coachable regardless of where you are at in your career journey and remember that; “once you stop learning, you start dying!”

Separate the Feedback from Your Self-Worth It’s important to remember that feedback is about your work or behavior, not about you as a person. Separating the two can help you take the feedback objectively rather than personally. For instance, if you hear, "Your leadership style could use more empathy," remind yourself that this comment is about a specific aspect of your professional behavior, not a judgment of your character. Think, "This is about how I interact with my team in a work setting. How can I incorporate more empathy into my leadership style?" This separation helps you focus on actionable changes rather than feeling attacked.

The other challenging question is how you can help your coworker or colleague accept negative feedback. It's important to explain all the reasons why you gave that feedback, as it might help them understand better. Be clear and specific about the issues and provide concrete examples. This approach makes the feedback more relatable and less abstract. If you know the solution, offer some advice to help them improve themselves. Suggest actionable steps they can take to address the issues and provide support as they work on these improvements. Show empathy and understanding, acknowledging that receiving negative feedback can be difficult.

Staying dynamic in response to how your strategy is working is crucial to being successful. Monitor your progress to be able to respond quickly and efficiently. Being too slow or even too fast can make your strategy obsolete and undermine all the work you’ve put in. Remain dynamic in the sense that when something changes that doesn’t align with your strategy, you aren’t paralysed or frozen in contemplation but instead take action effectively to adjust and keep on track. Fluidity and agility are skills many Fortune 500 companies seek for their CEOs and C-suite leaders so making sure you absorb and implement these qualities from the beginning, sets you up for success later on.