Veja como você pode navegar pelos comentários e críticas dos membros da equipe.

In my experience, feedback played a crucial role in my professional development. Feedback provides information on how others perceive you as a coworker, direct report, or a manager. This gives focus and understanding of improvement areas such as teamwork, character, communication, and leadership effectiveness. And working on it was definitely gamechanger.

It’s challenging but it’s essential for personal and professional growth to adopt a growth mindset, one should listen actively, express gratitude and reflect on the feedback and implement changes. I also suggest that one should also create a feedback friendly environment.

I believe in operating with as much openness as possible. Ultimately, in an organisation, people commune and work together in the best interest of the organisation and not individuals. So as long as the criticism comes in as positive feedback and there are mature conversations in the best interest of the company, there is no room to look at any situation negatively.

"There is no perfect human being just humans striving for perfection" One of the key resource for striving for perfection is openness to feedback. Being open to feedback would help you as an individual to know certain aspects of your behavior / style of working which might not be aware of. Knowing it would help you grow into a better individual. A word of caution though...take feedback, however don't get pressurized to comply to it 100% if you are not convinced.

Eu aprendi em minha jornada como líder que receber feedbacks e ganhar um presente, pois você tem a possibilidade de melhor pontos que a princípio não são identificados facilmente por você mesmo.

Líderes eficazes sabem que críticas construtivas são oportunidades de crescimento. Ao entender a intenção por trás do feedback, podem separar críticas úteis de ataques pessoais e promover mudanças positivas. Essa habilidade fortalece a equipe e fomenta um ambiente de melhoria contínua.

Como líder estás a la vista y en la mira de todo tu equipo, organización y clientes; recuerda que percepción es realidad para quién lo vive !, así que debes buscar la madurez y humildad dentro de ti, para recibir este regalo que es la retroalimentación, debes controlar tu ego quien es el que se niega a aceptar tus debilidades o acciones que realizaste quizás sin intención pero que pueden haber afectado la autoestima de alguien o entorpecer un proceso de trabajo, escucha con mente abierta y con la humildad de saber que estás para servir a tu equipo y en esa conciencia recibirás la retroalimentación como un regalo para ir mejorando tu gestión y el clima de tu equipo y organización.

Learning to differenciate between tone and content of conversations, always helps. People usually complain in 2 conditions, first if their efforts are not gaining response or result. 2nd when they believe they are not being heard. Keeping an open platform will allow vocal interaction amongst teams in cross functional settings. Being objective will not only garner result, but also build mutual respect

The ability to discern the intent behind criticism is crucial in professional growth and maintaining a healthy work environment. In fast-paced sectors like the automotive and FMCG industries, feedback is often aimed at refining processes and enhancing product quality rather than targeting personal shortcomings. By focusing on the underlying constructive message, individuals can avoid taking feedback as a personal affront. This perspective enables them to leverage critiques as opportunities for improvement and innovation. Responding thoughtfully to feedback not only fosters a culture of continuous learning but also strengthens team dynamics and resilience, ultimately leading to better outcomes and a more cohesive work environment.

One of the best ways to communicate clearly specially when giving or receiving feedback is using examples or asking for it. A person ability to relate feedback to an example usually enables clear communication by adding real time footage to how what happened which can be improved next time and mainly avoids jumping to a different conclusion or a set of actions that will definitely lead to miscommunication.

Tenho usado nossas cerimônias e feedbacks um a um para receber sugestões sobre como posso melhorar minha liderança, ao mesmo tempo em que sinalizo para o time o que deve ser aprimorado, criando uma via de mão dupla. A comunicação clara é fundamental ao responder ao feedback. Agradeça aos membros da sua equipe pela contribuição e faça perguntas se precisar de esclarecimentos. Isso não só mostra respeito por suas perspectivas, mas também garante que você compreenda completamente suas preocupações.

Once you get feedback, if it’s in a written form, sometimes it can happen that you do not understand the tone of the person. It is always better for getting more clarity from the person who gave this feedback to understand his PoV.

When team members feel heard and understood, their morale and motivation improve.Fosters trust and transparency among team members, which is essential for effective collaboration.It also facilitates better coordination and teamwork by making sure everyone is on the same page.

The manager has to be very clear while communicating his responses to the feedback, which will create a supportive environment that fosters open channels and encourages others to share their insights on the points raised. With a mindset of openness in listening and communicating he can gain valuable insights from the feedback and use it constructively to enhance his skills thereby positively influence the work performance. 

Feedback is crucial for gauging team alignment. The absence of feedback can lead to misconceptions due to a lack of openness, trust, and clear communication. In one instance, our initiatives were stalling because of unclear roles and responsibilities. After receiving feedback, we clarified expectations and redefined roles, leading to improved collaboration and outcomes. Leaders must reflect and act to achieve goals, regardless of whose responsibility it initially seems.

The start point is the notion that I’m not the smartest person in the room. Imbibe a mindset where constructive feedback and criticism are essential for one’s development and growth. Maybe there is a better way, maybe you didn’t consider all the possibilities, maybe there is an element of unconscious bias. Avoid taking criticism personally. I have benefited by using the “ACT” framework: *Ask questions, seek clarification, listen respectfully, don’t react *Consult peers or subject matter experts for their perspectives. *Take visible steps or actions to incorporate these feedback or new perspectives where relevant. Where you believe the criticism is unfair, challenge them rationally until they melt away.

Mesmo que você receba um feedback que não seja o que você esperava, pare um tempo para refletir e criar um plano de ação para recuperar o que não está sendo entregue ou até mesmo melhorar um comportamento.

Acting and reflecting on the feedback received is a crucial step for all leaders. This not just helps improve communication and effectiveness in the way you manage your project or team but also helps build trust amongst your team. Even if you disagree, I think having that channel open empowers your team and builds a healthy environment.

Feedback received should not be forgotten. Take efforts to incorporate the feedback in your activities, in day to day working and have a metrics in place with which you can actually see the difference in the behaviour and outcomes.

O feedback deve ser direto e objetivo, sempre com muito respeito e mostrando a formar de como pode ser melhorado, usando casos práticos. Feedback é presente!

Feedback is an essential part of any work. With feedback, you will know whether you are moving in the right direction. You have to seek feedback from people. If you get some constructive feedback, do not feel sad. They help you improve yourself and become much more substantial. If you are the person who gives feedback, you can always give your input neutrally without thinking about the person. You must give feedback on the work and not on personal traits. Be sure of this. It will help you become a great leader.

Fostering a culture where feedback is a two-way street as in communication. Offering your insights respectfully and constructively is also important.

Navigating feedback and criticism from team members requires openness and professionalism. Approach the feedback with a growth mindset, viewing it as an opportunity to improve. Listen actively without interrupting, and ask clarifying questions to fully understand their perspective. Express appreciation for their input, regardless of its nature. Reflect on the feedback, identifying actionable steps for improvement. When providing feedback, be specific and objective, focusing on behavior rather than personality. Use constructive language and offer solutions or alternatives. Encourage a culture of continuous improvement and mutual respect, where feedback is seen as a valuable tool for personal and team development.

In my experience most of times team members may not understand the the strategic direction which may be translate to tactical steps. Providing the bigger picture view to team members may help them understand and appreciate the tactical steps. So clarity of communication is very important.

Balancing in Corporate world or personal life are equally important. If one starts in personal life it reflects in office life as well. Its the trait not the one time show.

Every person has their own biases and understanding and basis that they provide you feedback. Understand the intent and utilize the feedback given to make some changes. Sometime, Feedbacks can be right or on basis of biases or some previous situation, so don't get carry away with that. Maintain your calm

In today's world, where everyone is free to speak or write anything, where you can get trolled for anything, it's very important to know how to filter the feedback and criticism. Not only on social media, but in practical life also, one should know what to act upon and what to just let go off. Feedbacks that you find can help you become better, should be considered, else no matter what others say, just keep doing the way you desire.

As a leader you should always be ready to implement the constructive feedback. Demonstrating changes based on feedback shows you are committed to growth and value your team’s opinions.

At the end of the day, a leader is only as good as the team he leads. Critical to ensure that every team member contributes and grows in the organization. The team leader not only needs to listen but also respect any comment or feedback from the team member and try to look at it as constructive feedback. This will give confidence to the team member to have open communication and build trust - both are very important parameters to build a highly successful, energetic and purpose driven team. As they always say, one should not demand respect, rather one should command respect. Listening is the first step !

As leaders, navigating feedback and criticism from team members requires actively listening, keeping an open mind, and demonstrating cultural awareness. Clarify and ask questions if something is unclear, take time to reflect before responding to avoid defensive reactions. Show appreciation for their input and take concrete actions to address valid points. Following up demonstrates your commitment to continuous improvement. It's crucial to separate the personal from the professional, viewing feedback as an opportunity for growth. Foster a culture of regular feedback and proactively seek opinions, considering diverse perspectives to enhance team cohesion and performance.

It is important to know and differentiate between feedback and criticism. Both are valuable sources of information and deserve quick action! If handled well, both can provide leaders a chance to grow and improve team engagement, trust and success! Never ignore criticism or feedback and don’t respond to either with false or empty promises. That would quickly create a lack of trust. Instead, be the model of appropriate response to feedback and criticism. Apply active listening skills and clarify! Then ask what else? Listen for understanding instead of response. Whether new to leadership, or working with new associates, it’s the leader’s responsibility to build trust quickly as it is crucial to achieving team and individual success.

- Remember the benefits of receiving constructive feedback - Express your gratitude - Ask questions to gain a deeper understanding of the feedback - Listen with an open mind

While giving and receiving feedback is one of the hallmarks of a relationship, we'd be living in utopia if we believed it will always be given constructively or received as a 'gift'. One has to be very evolved to give and receive take feedback positively. I've been on the giving and receiving end and neither is easy. While receiving: hear the person out but don't shy away from clarifying the situation or asking for concrete examples and spitballing solutions / actions. While giving: make sure you're giving it due respect, importance and time, do it one-on-one, when you and the recipient are calm, be prepared with examples, be willing to hear their side, and discuss actions to implement feedback and follow up on them.