Feedback is one of the most direct forms of professional growth. However, it’s not always clear-cut what to do when you receive criticism, advice, or even praise. The process of dealing with feedback involves careful consideration of the source, giving time for reflection, and finally implementing necessary actions.
Considering the source is the first step. Attention should be paid to who is providing the feedback and their motivations. Whether your manager, a mentor, or a colleague, you must consider whether they genuinely want to help you develop and grow, or if they have something to gain from the process. Similarly, what experiences or skillsets do they possess that makes their advice valuable? In this blog post, the author shares a personal anecdote about receiving career altering advice from a mentor. They wisely chose to consider the source, who unfortunately, didn’t know them very well and possessed no practical litigation experience, which could’ve potentially derailed the author’s intended career path.
Reflecting on feedback is the next key step. It might involve resisting the initial defensive reaction, and instead, contemplating on how to transform negative criticism into constructive change. Being self-aware and acknowledging patterns of behavior can often help comprehend the feedback better, turning it into an opportunity for growth.
The final step involves taking action. Once you’ve evaluated and understood the feedback, the next stage is deciding what to do with it. Ignoring it is always an option, especially if it doesn’t align with your professional goals or personal core values, but so is using it constructively for personal improvement.
As an illustration, the author shared how feedback about self-deprecation hurting credibility led them to create a strategy for improvement. This involved intentional behavior changes before and after key meetings.
In conclusion, feedback, despite its complexity, can indeed be a gift. It offers reflection mirrors into our otherwise blind spots and reaffirms trusted relationships. But making the most out of feedback is a strategic process and requires work.