Here's how you can handle feedback that you disagree with as an IT Manager.

A liderança deve saber ouvir, é fundamental! Além de saber ouvir, deve entender que críticas, comentários, opiniões e deixar claro que são bem vindas, mesmo que não sejam agradáveis, e isso de ficar claro para os liderados. O respeito é questão de ordem. Se o comentário for pessoal, deve ser encarado como normal e ser resolvido no one-to-one. O ambiente seguro deve prevalecer nesta relação e será orientação para as próximas conversações. Se comentários são direcionados a outro liderado, deve-se ouvir ambos os lados e resolver, o líder deve ser decisório.

This part serves two purposes: 1) You may actually get to see your own blind spots. They could be right, even if you don't like that, and expose something you do need to fix at some point. 2) You will get to see their perspectives and how they see and judge things. That is very useful in help you gain their satisfaction and avoid their disappointment.

Remember - all your life... You have TWO ears and only ONE mouth. Use them in that proportion. Look in their eyes. This shows you're paying attention. Reassures them that you are. And boy, you can read so much from eyes if you take the time to learn. Listen, don't react. Leave your emotions in your back pocket. You want theirs. They want to know you are thinking not reacting. It shows you value them. Their opinion. THEM! The individual. You'll think about it. You'll come back to them. Body language. DON'T cross your arms or legs. They'll read that subconsciously. You do!! Even if you don't realise it. You read body language automatically, so do they. Don't belittle them or their situation. If you have to bite your tongue do so.

Handling feedback you disagree with as an IT manager requires a balanced approach to ensure constructive dialogue and continuous improvement. Here’s a structured way to approach it: 1. **Listen actively:** Pay close attention to the feedback without interrupting. Let the person share their perspective fully. 2. **Seek clarification:** Ask questions to fully understand their reasoning and the specifics of their feedback. This shows that you value their input. 3. **Reflect on the feedback:** Take time to analyze the feedback objectively. Consider whether there might be any validity or if it’s purely subjective. 4. **Acknowledge the feedback:** Even if you disagree, acknowledge the effort and intention behind the feedback.

If for nothing else, it's to gain/keep their respect. Getting defensive is always negative, unless you have irrefutable facts to counter their feedback. And even then, delivering those facts calmly and respectfully should prevent their embarrassment and bring the discussion to a satisfactory end.

Para manter a calma diante das críticas, respire fundo, conte até dez e foque nos fatos, não nas emoções. Isso ajuda a responder de forma profissional e construtiva.

Piggybacking off my thoughts for point 1 (which is largely the same as this point), when the conversation is done, try putting down your notes and go do something else for a while. When you return to compare your emails, tickets, paperwork, etc. against the critique, there's a better chance your brain will be in a less defensive mindset. This will offer you the opportunity for a more accurate evaluation.

Respirar fundo, manter a serenidade e reflexão é essencial ao lidar com críticas. Devemos exercitar nossa inteligência emocional, principalmente quando essas críticas não parecem construtivas. Dessa forma permitimos uma abordagem mais racional e construtiva, promovendo um ambiente de trabalho positivo e colaborativo. Essa estratégia ajuda a transformar feedback negativo em oportunidades para melhoria e inovação, fortalecendo a liderança e a coesão da equipe.

Staying calm helps IT managers handle disagreeable feedback by maintaining composure, preventing emotional reactions, and enabling rational analysis. It allows for clearer thinking, promotes professional dialogue, and demonstrates maturity. This approach facilitates better understanding of differing perspectives and often leads to more constructive outcomes and improved relationships.

There's never a bad situation or time to ask questions. I don't quite understand why folks feel the need to be silent and suffer. Whether it was a colleague trying to explain a fix to an outage, a manager implementing a new policy or a source for a story giving me a quote, I've always felt able to seek clarification on the spot. Not only does it show an interest in understanding the material to the other person, but it ensures fewer mistakes later.

Seeking clarification helps IT managers handle disagreeable feedback by ensuring accurate understanding, uncovering underlying issues, and identifying potential misunderstandings. It demonstrates a willingness to engage, promotes open dialogue, and often reveals valuable insights. This approach can turn confrontational situations into opportunities for learning and improvement.

Buscar esclarecimentos quando é essencial para uma comunicação eficaz e para encontrar soluções colaborativas nos casos de feedbacks vagos ou confusos. Como Executivo de TI, essa abordagem demonstra liderança, promove um ambiente de trabalho positivo e garante que as decisões sejam baseadas em uma compreensão completa e precisa das questões em jogo.

an IT manager is a technical partner, very competent in his field, who often has weak knowledge in other areas of business management, of the vision of decision makers and of the strategic choices they are called upon to make. vice versa, we managers are also weak in the technical field. the willingness to understand the other point of view through a common clarification effort is fundamental to achieving success.

A very good startpoint is to understand that there are 2 parties involves and both has their view of "reality". Do not try to force your reality to the employee. Seek to understand their view, show respect and align with the company guidelines of how to encourage employees to both speak out, provide feedback.

A reflexão objetiva implica em separar suas emoções imediatas da análise do conteúdo do feedback. Muitas vezes, nossa reação inicial pode ser defensiva ou emocional, especialmente se o feedback critica decisões ou ações que consideramos corretas. No entanto, ao fazer uma pausa e analisar o feedback de forma racional, podemos identificar insights valiosos que não seriam visíveis de outra maneira.

Reflecting objectively helps IT managers handle disagreeable feedback by stepping back from personal biases, evaluating criticism impartially, and considering alternative perspectives. This approach enables managers to identify valid points, recognize potential areas for improvement, and respond more constructively. It fosters growth, demonstrates professionalism, and often leads to better solutions.

Refletir objetivamente é essencial para identificar pontos válidos e oportunidades de melhoria. Essa prática ajuda a separar a resposta emocional do conteúdo do feedback, levando ao crescimento pessoal e aprimoramento das práticas de gestão. Essa abordagem fortalece a liderança e promove um ambiente de aprendizado contínuo.

This is a great way to handle the situation. Taking the words from there and redirecting the talk is a highly professional skill that is giving more respect with simple to way to say what you want

It might be painful to realize that to become a good manager you depend on getting honest feedback from your staff. Some feedback will not feel good but if you come to the conclusion that the feedback is reasonable and fact-based, use the feedback as a tool to give you possibility to grown, both as a person and in your role as a manager.

Responding appropriately helps IT managers handle disagreeable feedback by maintaining professionalism, addressing concerns constructively, and fostering positive relationships. It involves acknowledging valid points, explaining perspectives clearly, and proposing solutions or compromises. This approach demonstrates maturity, encourages open communication, and often leads to improved outcomes and mutual understanding.

Responder adequadamente envolve reconhecer as preocupações, expressar minha perspectiva e trabalhar em conjunto para encontrar soluções. Demonstra liderança, promove um ambiente colaborativo e melhora a situação para todos os envolvidos, focando em um futuro positivo e produtivo. Dentre muitos projetos complexos que já participei, lembro de um em especial, quando estávamos trabalhando na implantação do SAP, em meio a pandemia de COVID-19, as reuniões acontecendo de forma remota, tudo muito novo e estressante, principalmente para os usuários. Foi quando um usuário chave chegou para mim e disse: "Não vamos cumprir o cronograma conforme planejado". O agradeci e convidei para revisar comigo o cronograma e seguirmos positivamente o projeto.

With all respect, some people thinks that by fighting and screaming they will get what they want. There are many ways to explain your ideas in a great matter. Remammber always your are explaning your thgoughts and if its your call to take a decision, do that in a healthy envrironment.

If you work with "encouraging leadership" and build a cultural within your team to grow the individuals, you will as a team move forward. You do not as manager need to costantly be on the spotlight. Give room for your team to perform and delivery, give them the credit and you will gain a lot as a manager.

This can be a tricky one, and requires some discipline. First, you need to acknowledge that maybe you aren't perfect and do have flaws. Nobody likes to think this, but honesty is critical to self-improvement. After reflecting and making changes, give it a little time and then approach your supervisor for further feedback. They could be pleased with the new you, or they may offer additional feedback to help you further correct.

Also, I wanted to bring this to the forefront. We need to facilitate actionable results. We should promote a culture where the team is given the latitude to take ownership of these changes, monitor them, and make modifications as needed, thereby promoting continuous feedback.

Following up on feedback is essential for actionable outcomes. Whether implementing changes, providing explanations, or agreeing to disagree, follow-up actions show you take feedback seriously. This reinforces a culture of accountability and continuous improvement. In my experience, consistent follow-ups enhance team trust and demonstrate a commitment to growth, leading to better performance and a more cohesive work environment.

Quando receber um feedback em que não concorda, peça evidências do ocorrido e não discorde. É necessário avaliar o ocorrido após o feedback, anote o que foi dito e escute abertamente. Se a situação incomoda uma pessoa, essa situação pode estar incomodando mais pessoas e então você precisa entender. Lembre-se o feedback nos ajuda a enxergar externamente e nos mostra atitudes que no padrão da vida não vemos. Aceite, reflita e busque sempre evoluir verdadeiramente.

Put yourself in other shoes, this will bring to you the appropriate insight to evaluate the feedback and the most appropriate way to adapt.