How to Feedback: Getting it is a Gift

We’ve been talking about How to Feedback: all the tips and tools to GIVE it so it has impact, accelerates growth and elevates culture.

Turns out some of the same things that make you a good feedback giver also make you a good feedback getter.

In this week’s conversation Annalise and I go deep on how to receive feedback so you can be great at work (and life).

Watch here 👇🏻 . It’s the last of our 4 part series on How to Feedback—Getting it Is a Gift

This one is a little longer (28 + minutes) but it’s worth it 🙂.

Key takeaways

Getting feedback can feel like a threat to our core identities of competency and security, and in some ways, the higher up you are, the greater the sense of threat
Asking yourself HOW—not IF— this feedback is true is a gamechanger
Feeling a little stung or surprised by feedback? Ask for time to process it before you respond or try to fix it
Blaming the messenger is a waste of your time and energy

Reflections

When you get feedback try asking yourself HOW it’s true rather than IF it’s true
What would be possible for you if you accept feedback as a gift for your growth, regardless of how it’s given?
What shifts if you assume the person giving you feedback wants the best for you?
How will you build a greater sense of agency around your growth so you can integrate feedback with less drama? (eg; You can’t always choose WHEN you get feedback but you can choose how you respond).

Resources

Simple tips from Jefferson Fisher’s short Pod: How to Increase Your Emotional Intelligence in conversations.
If you get unmoored by other people’s opinions of you, read Mel Robbin’s The Let Them Theory for some grounding.

More in this series:

How to Feedback Part 1—What Makes It So Hard?

Delegation: The Mindset + Methods