Sometimes, we can feel
uncomfortable receiving feedback.
Sometimes, we can feel embarrassed, blindsided, or even angry but
it's important to be self-aware of the way you receive feedback.
Dismissed or downgraded feedback
discourages continued feedback.
When you received feedback, thank the
messenger and then act appropriately.
First, thank the person for taking the
time out of their day to give feedback.
Say "Thank you for your feedback." You might
also add "That is a tough feedback to deliver.
Thank you for caring to help me improve.
I appreciate your feedback."
Giving feedback, especially when it is
corrective feedback, can be challenging.
Thank the person for giving
you feedback to improve.
Next, genuinely consider the
content of the feedback.
Don't defend or downgrade compliments
and encouraging feedback.
It will discourage continued feedback and
downplay yourself all at the same time.
When receiving positive feedback, respond with
reinforcing or coaching feedback to the sender.
To reinforce, simply say "Thank you." This lets
the sender know that you appreciate the feedback.
It was a pleasant experience
that has welcomed again.
This is not air against or
ego, it is a simple thank you.
Or if you're feeling a little Elvis,
"Thank you, thank you very much."
You can also turn this into a coaching
experience by asking for specifics.
I generally only do this with people that I
have an existing or closer relationship.
For example, if someone gives positive feedback
on the way you handled a challenging patient,
you may follow up by asking a couple of questions
about what specifically they appreciated.
This must be done with
the right approach.
I am not fishing for continued
phrase and compliments,
but rather I am looking to see what I should continue and
what can be altered, adjusted, or omitted in the future.
If you received corrective or concerning feedback,
it is unbelievably easy to have a defensive foul.
Rather than becoming defensive, I encourage you
to turn this experience into a coaching session.
Listen to understand what behavior
should be stopped or altered.
Thank the person for coming
to you with the feedback.
Understand that it probably is not easy for
the other person to give corrective feedback.
If you find that your emotions are building up,
take a moment to take a breath and then reconvene.
Have a conversation and do not leave the table
without coming to an actionable solution.
Walking away without a clear action can be dismissive
of the feedback and can discourage continued feedback.
It can sometimes be difficult to receive feedback.
So, here's what I want you to do.
If you receive reinforcing positive feedback,
respond with an encouraging thank you.
And then optionally, turn the moment into
a brief coaching opportunity to clarify
the what and the why and alternative what and why.
If you receive corrective feedback,
respond with a sincere "Thank you" and then turn the
moment into a strategic coaching opportunity to improve.