Here's how you can navigate resistance and defensiveness while receiving feedback.

Navigate resistance and defensiveness while receiving feedback by: Staying Open-Minded: Approach feedback with a willingness to learn and improve. Listening Actively: Pay full attention, without interrupting, to understand the feedback thoroughly. Asking Clarifying Questions: Seek specifics to better understand the feedback and its context. Managing Emotions: Stay calm and composed, even if the feedback is critical. Reflecting on the Feedback: Take time to consider the feedback before responding. Expressing Gratitude: Thank the person for their input and acknowledge their perspective. Taking Action: Implement constructive changes based on the feedback to demonstrate your commitment to improvement.

Active listening is helpful in this situation. You listen to everything that is being said without interrupting or judgement. Take your ego out of the equation. Only once you have listened should you respond, avoiding blaming or arguing. This is where you respond to what has been said rather than what you imagine was said. See this feedback as an opportunity to learn more about yourself and uncover blind spots in your thinking. It's called growth.

Navigating resistance and defensiveness during feedback involves empathy and clarity. ✅ Begin by setting a positive, collaborative tone and expressing genuine appreciation for the individual's contributions. ✅Clearly frame feedback as an opportunity for growth rather than criticism. ✅ Listen actively to understand their perspective and validate their feelings without necessarily agreeing. ✅ Finally, encourage a dialogue by asking open-ended questions, fostering a shared path towards improvement. This approach promotes receptiveness and mutual respect.

Listen first, but also be engaged. Receiving feedback well means asking follow up questions like "How can I do this better next time?"

Feedback is vital for growth, but it's important to process it calmly. Avoid immediately refuting or dismissing the feedback. Instead, evaluate it objectively, separating your emotions from the content. This ensures a fair assessment of its validity and potential usefulness. For example, at M&Co Legal, if a client criticizes a recent case strategy, take time to reflect on the feedback without getting defensive. This approach can lead to valuable insights and improvements in your practice, resulting in better outcomes for future cases.

Your first instinct is probably to argue or justify. Resist it. Instead, get curious. Ask questions. Seek to understand, not to defend. Feedback isn't a personal attack (even if it feels like one). It's information. Treat it like data, not a judgment on your worth as a human. If you're really struggling, it's okay to hit pause. Say something like, "This is important, and I want to process it fully. Can we revisit this tomorrow?" Then actually do it. Look for the kernel of truth. Even if the delivery sucks or it feels unfair, there's usually something valuable hidden in there. Be honest with yourself about your triggers. What pushes your buttons? Recognizing your hot spots helps you manage them better.

Objectivity matters when giving and receiving feedback, because feedback delivered incorrectly can induce an emotional and defensive approach if it feels like a personal attack. If faced with a situation like this, ask for time to reflect on the feedback given and reconvene at a later date for further discussion.

If certain aspects of the feedback you receive are unclear or seem unfounded, don't hesitate to ask for clarification. For example, if a client comments on your case strategy but you don't fully understand their concerns, ask specific, open-ended questions to gain more insight. This shows your commitment to understanding and improving and can lead to a more nuanced understanding of the feedback, ultimately enhancing your practice.

Questions are always important. Getting advice on how to improve, or asking for more specific examples of when/how the task wasn't performed satisfactorily, will assist both parties in setting clear objectives.

1. Approach feedback with an open mind and remain calm, even if the feedback is unexpected or critical. Emotions like defensiveness can escalate tensions. 2. Focus on understanding the feedback giver's perspective. Practice active listening by paraphrasing what they've said to ensure you've understood correctly. 3. Seek clarification if you're unsure about certain aspects of the feedback. This demonstrates your willingness to understand and engage constructively. 4. After receiving feedback, follow up with the giver to discuss any changes or improvements you've made based on their input. This shows your proactive approach to feedback.

🎯 Implementation Tips: 1. Quickly jot down key feedback points. 2. Reflect privately on the feedback's validity and alignment with your goals. 3. Schedule a follow-up meeting with the feedback provider. 4. During the meeting, clarify unclear points and actively listen. 5. Discuss an action plan to address the feedback. 6. Regularly review progress and adjust as needed. ⚒️ Tools: - Note-taking: Evernote or a notebook. - Scheduling: Google Calendar or Calendly. - Task management: Trello or Todoist. - Progress tracking: Strides or a spreadsheet.

One valuable concept to enhance feedback reception is to express gratitude for the feedback received, regardless of its content. For example, after receiving feedback on a project, thank the person for taking the time to provide insights. Expressing appreciation shows respect for their effort and encourages future feedback. This positive attitude helps in building trust and openness within the team, making it easier to address challenging feedback constructively. Remember, genuine gratitude fosters a supportive environment where feedback becomes a tool for personal and professional growth.

As a leader, it's essential to receive feedback gracefully. Beyond the basics of listening and reflecting, here are key strategies: Assume positive intent: Even if delivery is harsh, trust the feedback giver wants to help. Seek clarity: Ask for specifics or examples if feedback needs to be more specific. Embrace vulnerability: Acknowledge you're not perfect and open to growth. Focus on solutions: Shift the conversation towards problem-solving, not defensiveness. Express gratitude: Thank the person for their input, regardless of agreement. Always lead by example: Show how you receive feedback gracefully to foster a culture of growth.

Defensiveness and resistance often arise from a sense of individualism. When people provide feedback, it usually reflects their own fears and desires. As a leader, it’s crucial to look beyond the surface of their words to understand these underlying issues. For example, I was once told that I don’t communicate enough. Beneath this comment, my boss was worried about being seen as insufficient by our managers because I was taking initiative without his involvement. He saw communication and control as ways to manage his concerns. By deeply listening to and understanding his comments, I was able to find a more effective solution.

None of us are anything without Faith in God Almighty the creator of this world and all of it's inhabits. It behooves us all to humble ourselves, pray, study His word and do our best to live accordingly. Trust Him to handle any and all of our problems. Trust Him to guide us in leadership and all endeavors, He has all of the answers. One must believe in God to receive the blessings He has for us. God does love us all, and wants the best for each of us, but He has conditions. Please read 2 Chronicles 7: 14-16.