/ / Keys To Accepting Feedback Pt. 2

Keys To Accepting Feedback Pt. 2

In the last post we talked about the importance of viewing feedback in a positive light and gave you some examples of celebrities who didn’t react well to feedback.

Charlie Sheen, Lindsay Lohan and Amanda Bynes refused to take, interpret and accept feedback as something positive to build upon.

Here are 5 simple steps for you to follow that will ensure you are able to make the most of feedback.

Keys to accepting feedback:

1. Take feedback seriously

Often leaders will find it hard to see anyone else’s point of view as they believe their view is the ‘right’ one. It is important that leaders view any feedback given to them seriously and that any feedback received is carefully considered. Rather than immediately marking their feedback as ‘wrong’, leaders should ask themselves ‘what am I doing to make people feel that way?’

2. Show that you care

If a leader cares and has consideration for others in the workplace, there is more of a chance that the feedback they receive will be more willingly taken on board. A way of caring more is to try and improve your understanding of the long-term impact a lack of care in this regard has on your employees. When receiving feedback, ensure that you show that you care by genuinely listening and taking the feedback on board. This will make employees feel as if their input is valued.

3. Confidence and courage

If you assume you can’t change, and do not seek feedback, you will deter others from voicing their views and opinions in the future. In contrast, if you show that you are willing to try and make active changes, it will encourage those around you to also try, as well as share their future feedback. Courage and confidence is the key to making positive changes.

4. Be honest

Honesty is always the best policy when it comes to others, and yourself. Although people will often recognise the dishonesty in the actions of others, they frequently find it hard to identify it within themselves. This may be in the form of believing you are right (when you are actually wrong), or believing that others can’t be trusted (when they can), or thinking that there isn’t a problem (when there is). Feedback can really help you evaluate and identify where you stand with regard to the perceptions of your honesty as a leader. By receiving feedback from multiple sources in the workplace, it will enable you to gain a greater understanding of yourself, and allow for future growth.

5. Take action

People are more willing to give feedback to those who they know will make positive, constructive changes in accordance with the feedback given. When listening to feedback, make notes of what points you can make active changes toward that will be noticed by others. Show that you care and that you view feedback as something positive. If you react badly it may make others not want to give feedback in the future as they may view it as a waste of time.

By following these 5 simple steps, it will ensure that you receive the best results from feedback, as well as improve your working environment and relationships.

Full Circle Feedback

About the Author: Fiona Lang

Fiona Lang
Fiona Lang is an experienced human resources consultant, line manager and financial controller. She has designed and delivered feedback, training and development programs for organisations in the government, non-profit and corporate sectors. She has worked across Australia in management positions for ANZ bank, Citibank and the National Australia Bank Group. She holds a B.A. (Psychology) and Dip.FP.

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Creating a feedback culture