What do you do if your perspective or approach is questioned by feedback?

Here are steps to embrace change using the ADKAR change management framework: Awareness: Understand why the feedback is important. Recognize the need for change and its potential to enhance your leadership. Desire: Adopt a growth mindset that shifts your view to how to learn from the change. Knowledge: Seek specific information and skills needed to implement the change. This might involve training or further discussions with the feedback provider. Ability: Apply the new skills or approaches in practical settings. Start smaller changes to build confidence and proficiency. Reinforcement: Ensure the changes last by setting up ways to get continuous feedback and measure improvements. Celebrate successes to embed the new approach.

I find looking at the feedback objectively, helpful. We must try to find areas where we can improve, there may be skills or areas where we can improve. Regardless of what information you'd like to clarify, getting more data on the provided feedback can help you truly understand your colleague's perspective and figure out how to move forward.

When feedback questions your approach, reflect deeply on its contents and underlying messages. Assess how this feedback aligns with or challenges your current methods. Consider the areas where adjustments may enhance effectiveness. Use this reflection to transform criticism into actionable insights, helping you refine and improve your strategies. Embrace feedback as a valuable tool for continuous learning and adaptation, showcasing your commitment to professional growth and responsiveness.

Over the years, I've come to firmly believe that feedback, whether positive or negative, fuels my growth. It took me time to adopt the mindset that all forms of feedback help me improve, build empathy, and gain new perspectives on matters I may have overlooked. I've embraced this approach, actively listening to and positively receiving feedback, as I recognize it is ultimately for my own betterment.

Embrace feedback as a catalyst for growth! Here's how to respond when you have a question. Reflective Analysis: Take a step back and objectively evaluate the feedback. Consider if there are valid points that could improve your approach. Open Dialogue: Engage in a constructive conversation with the feedback provider. Look for clarification and explore alternative viewpoints. Even when challenging, feedback can be a valuable tool for personal and professional development. It can help you refine your perspective and approach.

While the feedback is being provided, focus on listening actively. Don’t interrupt or try to defend yourself. At the end, sincerely thank the person providing it. Feedback is often a gift. In some cases (depending on the topic and the relationship), consider transforming the feedback into feedforward, focusing on future improvements rather than past mistakes. Example: “How could I do it differently next time? Could you please support me?”. Finally, enjoy the new learning opportunity!

Being adaptable is one the key skills in being a coach. Your knowledge can only be beneficial for your clients when it can be perceived by them rather than forcing your perspective onto them. It is important, for me, to spend enough time, with a potential client to understand their needs, seek clarity in goals and have clear KPIs before signing an agreement so both parties are aware and agree to the outcome expectations.

Conflict will arise, and we must manage it strategically, rather than resorting to radio silence, problem avoidance, or no-filter aggression. Developing nonviolent communication strategies will help you communicate critical feedback in a way that is supportive and collaborative.