Here's how you can navigate feedback or criticism from your boss.

It's easy to talk about active listening, but it's a whole different challenge to quiet our internal voices and the infamous inner saboteur. I suggest a simple technique to my clients and mentees to help them silence these voices: gently press your tongue between your teeth to curb the impulse to speak and defend yourself. Then, of course, start the real exercise of receiving and truly listening to the other person. And to listen, You first have to accept that there is a gap, an area for improvement, and understand that the manager wants you to progress and learn new things. Good intentions are crucial to activating the brain's receptivity.

Listen patiently. Do not interrupt. Take down notes. Reflect deeply. If you need clarity or need to give clarity of your actions communicate both. If the feedback is valid, acknowledge it and take ownership of your mistakes. Show your boss you're committed to improvement by proposing solutions or asking for suggestions on how to address the issues raised. Use it to identify areas where you can improve your skills and become a stronger performer. A willingness to learn is a valuable trait, and it shows your boss you're invested in your career development. Follow up

Boss's feedback? Not a roadblock, a bridge! Here's my navigate-and-grow plan: Stay calm, listen actively: Don't interrupt, understand their perspective. Breathe and be receptive. Clarify, don't justify: Ask questions to ensure I understand the critique. Focus on learning, not defending. Seek solutions, not excuses: Show initiative. Brainstorm ways to improve alongside my boss. We're on the same team. "Thank you" for the feedback: Show appreciation for their time and effort to help me grow. By staying composed, seeking clarification, offering solutions, and showing gratitude, I'll turn criticism into a positive exchange, impress my boss, and become an even stronger asset to the team.

While your boss's feedback may sting, remember: few managers wake up in the morning with a desire to torment their subordinates. More often, they're invested in your success, albeit through a lens clouded by their own anxieties and ambitions. Rather than getting anxious over a criticism, consider it a puzzle to be solved. What underlying concerns might be motivating their words? What unspoken information do they possess that you might be missing? By approaching feedback with curiosity rather than defensiveness, you not only cultivate a more harmonious working relationship but also unlock opportunities for growth. After all, your boss's insights, however imperfectly delivered, might just be what you need to progress in your career.

Handling feedback or criticism from your boss can be tough, this is about helping you improve, not a personal attack. but it’s a great chance to grow. Start by taking a deep breath and listening closely without interrupting. Make sure you fully understand their perspective. Even if the feedback stings, try to stay open-minded and avoid getting defensive. Ask for specific examples to get clear on what needs work, showing you're committed to making changes. Afterward, take some time to reflect on the feedback and come up with a plan to address the issues. Follow up with your boss to discuss your progress, showing your dedication and willingness to grow. Embrace this as an opportunity to become even better at what you do.

1. I Acknowledge: I do acknowledge the feedback without immediately reacting, understanding that it’s meant to help me improve. 2. I Analyze: I do analyze the feedback, breaking it down into actionable parts. 3. I Consider: I do consider the feedback from different perspectives, trying to understand the underlying issues. 4. I Compare: I do compare the feedback with my own self-assessment, identifying any gaps in perception. 5. I Learn: I do learn from the feedback, using it as a tool for self-improvement. 6. I Implement: I do implement changes based on the feedback, continuously striving to improve my performance.

If you feel the feedback is too vague seek to understand better. Ask for specific examples, and even guidance on how they would have handled the situation differently.

Clarity is very important while communicating with either your boss or colleagues. If you do not understood something better to ask again rather then making mistakes later.

1. I Ask Questions: I do ask questions if I don’t understand the feedback. This helps me gain a clear understanding of the issues. 2. I Seek Examples: I do request for specific examples to better understand the feedback and the context in which it is given. 3. I Clarify Expectations: I do clarify what is expected of me moving forward to ensure I can meet those expectations. 4. I Request for Suggestions: I do ask for suggestions on how I can improve. This shows my willingness to learn and grow. 5. I Reflect on Feedback: I do take time to reflect on the feedback, ensuring I fully understand it before responding. 6. I Follow Up: I do follow up with my boss to ensure I have correctly understood feedback and making the necessary improvements.

Clarity is important to understand what you are being evaluated or measured against. Without a clear understanding of the performance requirement then any review becomes subjective which can cause frustration or discontent. When there's is a clear expectation and measurable outcome then a review becomes ways an employee and the company can improve together. As a leader, make sure you're reviewing for performance not preference. There is always more than one way to get something done. Is an employee actually under performing or just doing something differently than you would prefer. Performance can be improved, preference is just about control which will kill your team and stifle creativity.

1.I Ask for Clarification: If I don’t understand the feedback, I plan to ask for clarification to ensure I’m on the same page. 2.I Request Examples: To better understand the feedback, I do plan to request specific feedback. 3.I Clarify Expectations: I do plan to have a discussion with my boss to clarify what is expected of me moving forward. 4.I Seek Improvement: I do plan to ask my boss for suggestions on how I can improve, showing my willingness to learn and grow. 5.I Reflect on Feedback: After receiving feedback, I do plan to take time to reflect on it ensuring I fully understand the feedback. 6. I Follow Up: Once I’ve made improvements based on the feedback, I plan to follow up with my boss to ensure I’m on the right track

1. I Acknowledge Feedback: I acknowledge the feedback and create a plan to address the areas of improvement. 2. I Set Goals: I set clear, measurable goals based on the feedback received. 3. I Share Progress: I regularly update my boss on the progress I’m making towards my goals. 4. I Ask for Feedback: I ask for ongoing feedback to ensure my improvements are aligned with my boss’s expectations. 5. I Show Initiative: I take the initiative to learn new skills or improve existing ones based on the feedback. 6. I Demonstrate Improvement: I make a conscious effort to demonstrate the improvements I’ve made in my work.

Not every leader is right. I have been given performance reviews from leaders in the past that to me were biased and flat out wrong. Be careful not to give leaders authority over your identity and value. Critically assess your performance, make changes when necessary, continue to learn and grow, but if after you take a hard look you think you are doing the right thing, be willing to hold onto yourself. Also be willing to suffer the consequences or if needed find another job. It might be good to talk with your leadership if you think they will listen but tread lightly. We are all human and make mistakes. Even leaders.

Remember, not all feedback is created equal. Some resonates deeply, while others simply miss the mark. It's okay to acknowledge your boss's suggestions while internally disagreeing. We've all faced situations where we've had to act contrary to our own instincts. Life is a journey of learning and growth. Sometimes, we make choices we later regret, and other times, we surprise ourselves with unexpected success. Don't be too hard on yourself for taking a path you might not have chosen independently. Embrace the ambiguity. If you're unsure about the feedback, give it time to settle. Often clarity emerges with hindsight. Your career is a marathon, not a sprint, a few missteps won't derail your journey.

If, after reflecting on the feedback you’ve received, you think it’s inaccurate or unwarranted then you should say so. If there are elements of the feedback that ARE accurate, or that will help you grow and improve, then say that up front. Tell your boss what you’ve learned from their feedback, how you plan to apply it, and how it has been helpful to you. Then politely point out what you don’t agree with and why. Be sure to be prepared with concrete examples that back up your point of view. Tell your boss that you will nonetheless work on improving in areas where you received the negative feedback, and that you’d like to revisit the matter in a few months to see if their impression has changed.

And, consider the temperament of your boss to avoid surprises. Try to get a better understanding on how he/she views work, clients, and employee expectations. Check out “40 Tips For Figuring Out Your Boss” on Amazon.