Receiving feedback: Putting your best self forward
- jgoeser2
- Mar 11
- 3 min read
Updated: 3 days ago
February 19, 2025 (originally posted to LinkedIn)
Learning the right way to receive feedback is just important as the steps to giving feedback. Trainings and articles often can focus on providing the proper steps, method, or formulas to giving feedback. But it is just as important to be prepared to receive feedback. So here are some bold moves you can build into your feedback habits for bringing your best self to receiving feedback.
✅Are you prepared?
As mentioned, trainings and organization might share some formulas or steps on giving feedback, but are you personally prepared to be on the receiving end? This is regardless if you initiate the feedback or if a colleague asks you to be able to give you some.
What is your mindset? Approach the situation with a growth mindset, putting that fixed approach in a drawer.
Go into the situation looking for positive outcomes
🗺️Things to consider
Based on research conducted by Erin Myers, one should also consider the culture impact on giving and receiving feedback. It is very likely, you are in a global environment, where ones owns culture can affect the situation of feedback. Plus the role it plays on the person giving feedback. If this applies to your situation, take time to think about how these two elements come into play:
Feedback: Direct vs indirect negative cultures --> Cultures that utilize direct with give clear and specific (negative) feedback. Which to cultures on the other side of the spectrum can be received as harsh. Those coming from indirect cultures, will be more subtle with their deliver and may use words to soften the message, opposed to their counter parts that add strengthens*
Communication: low vs high context --> Cultures that have low context styles will communicate in a more precise and explicit manner. They will utilize repetition and written communication as well. Contrasting with high context cultures, where communication is often layered and one must 'read between the lines'**
🚫Avoid being defensive
Always remember, the person giving feedback has the right to hold that opinion. You don't necessarily need to agree with it but you should challenge yourself to learn and understand. Ask qualify questions rather than defending your actions. It can also be beneficial to rephrase it to ensure you understood correctly.
🪞Post-Feedback Reflection
Don't skip this step! After receiving feedback, you need to decide what to do with it. Set aside time to ask yourself some of these questions:
Does this feedback sound familiar? Or is it completely new information? (see next tip)
Can you already share how you will use it in the future. Make a plan to put into action and follow back up with a feedback buddy.
If it was a blind spot and more difficult to hear, let them know you need time to reflect and might come back to them with questions.
🙋This was just one person, ask for more feedback.
If you have already heard it before, take time to see what that means. If you haven't heard it before, reach out to other teammates or colleagues to get additional insights.
🫶 Say thank you
It takes courage to speak and be brave to share with others. Accept this gift of feedback by saying thank you!
🗓️Don't wait for it, get more comfortable by asking for it.
Not sure how to ask for feedback? Here are some openers for inspiration:
‘I value your opinion. Do you have 10 minutes to provide some feedback on my presentation today?’
‘I want to improve my _______ and think you could give me new perspective. Can I schedule 25 minutes with you later this week to get feedback from you?’
‘I would like to improve my (project), could you give me some feedback? Can you name 1-3 things I could do to improve _______? Can you highlight 1-3 things that are going well?
‘What advice would you give me to help me improve my communication/ time management / ______?'
🗓️Join us next Tuesday 🗓️
For even more insights and tips into Boosting Feedback Culture. Register for our Are You Bold Enough Series!
Additional Resources:
Comments