Enhancing Feedback Receptivity

Your primary role as a leader is to develop your team members. Providing regular, timely feedback is a necessary aspect of helping them reach their potential. But sometimes, feedback can unintentionally come across as criticism, making teams defensive rather than inspired. The difference lies in your approach. Where Leaders Go Wrong: 1) 🕛 Timing: Jumping on mistakes as they happen can make team members feel targeted. 2) 👥 Setting: Offering criticism in front of peers and in a public forum can embarrass and demoralize. 3) 🗣 Lack of Specificity: Vague feedback leaves team members confused about how to improve. Here’s how to ensure feedback is useful: 1) ⏸ Pause and Plan: Give yourself time to consider and frame the feedback. This allows you to approach the situation with a clear, constructive plan rather than a reactive comment. 2) 👨🏫 Choose the Right Setting: Feedback should be a private conversation, not a public spectacle. This creates a safe space for open dialogue. 3) 🎯 Be Specific and Actionable: Clearly articulate what needs improvement and offer specific, actionable steps to achieve this. Set benchmarks and measurements for growth and follow-up. This shows your commitment to their growth. 4) 🚩 Focus on the Behavior, Not the Person: Emphasize that the feedback is about actions and outcomes, not personal attributes. This encourages a growth mindset. 5) 🗣 Invite Dialogue: Feedback is a two-way street. Encourage your team members to share their perspectives, fostering a collaborative approach to improvement. Next time you have feedback to give, apply these 5 steps. You’ll find defensiveness shifts to receptivity and results. #feedback #growth #communication #leadership #executivecoaching

𝗗𝗼 𝗬𝗼𝘂 𝗦𝗮𝘆 𝗬𝗼𝘂 𝗪𝗮𝗻𝘁 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗕𝘂𝘁 𝗦𝘁𝗿𝘂𝗴𝗴𝗹𝗲 𝘁𝗼 𝗔𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗥𝗲𝗰𝗲𝗶𝘃𝗲 𝗜𝘁? "I'm always open to feedback." Yet when someone offers constructive input, the immediate response is to explain the context, justify decisions, or clarify why the situation was different than they understood. Sound familiar? Here's the challenge: If your instinct is to defend rather than absorb, you may not have a feedback reception problem - you have a growth barrier that's more limiting than any technical skill gap. When people recognize that feedback will be met with explanation rather than exploration, they stop offering it. The result? An echo chamber where you believe you're performing well, while critical insights remain unshared. 𝗦𝗵𝗶𝗳𝘁𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵: 𝟭. 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝘁𝗵𝗲 𝗽𝗮𝘂𝘀𝗲. Before responding, simply listen. Replace "but actually..." with "tell me more about that." This single shift opens dialogue instead of closing it. 𝟮. 𝗗𝗲𝗰𝗼𝘂𝗽𝗹𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗳𝗿𝗼𝗺 𝗶𝗱𝗲𝗻𝘁𝗶𝘁𝘆. Critique of your work is not critique of your value. "Your presentation lacked clarity" is about the deliverable, not your intelligence or competence. 𝟯. 𝗔𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝘀𝗲𝗲𝗸 𝗱𝗶𝘀𝘀𝗲𝗻𝘁𝗶𝗻𝗴 𝘃𝗶𝗲𝘄𝘀. The most effective leaders don't just tolerate feedback - they pursue perspectives that challenge their assumptions. Your capacity to receive difficult truths directly correlates to your capacity to grow. #feedback #leadership #growth #selfawareness

Feedback isn’t always easy to hear. 🙉 I still remember the sting when my older brother Andrew called me self-centred. Ouch. At first I thought I’d misheard, but I hadn’t. Then I was indignant. I even tried to turn the accusation back on him. It wasn’t my finest work in terms of accepting feedback. But I took some time to reflect on what Harvard researcher, Tasha Eurich says in her fantastic book 'Insight'. She includes a 3-step framework – which I’ve adapted slightly – and applied in that situation and with countless clients since. STEP 1: RECEIVE - Actively listen, check your understanding and thank them. Mastering feedback starts with listening well. Show the person who is giving you feedback that you’re hearing what you’re being told. Active listening engages your analytical (thinking) brain and creates some distance from your amygdala (your emotional brain). The next part is to repeat back what you’ve heard, regardless of whether you agree or not. Summarise the key message as concisely as possible. Then, thank the feedback giver – irrespective of the content of the feedback (and again, whether or not you agree!). That they plucked up the courage to give you challenging feedback takes nerve. Doubly so, if you’re further up the food chain in the organisation. STEP 2: REFLECT – Ask questions to increase your understanding After you have genuinely thanked the person ask, “Would you be okay if I asked you a question or two about that?” Potential questions might include: ➡️ “When you said I was X, what specifically did I do, or not do, that caused you to feel that?” ➡️ “When have you seen me do this? In what situations do you see me do this most often?” ➡️ “Can you give me a specific example, so I can better understand?” ➡️ “You mentioned x. Can you say more about that…?” ➡️ “What would you prefer I do in that situation?” STEP 3: RESPOND – Integrate the feedback and then circle back in some way. You may be feeling a little fragile or defensive – and that’s ok. Now's the time to reflect. You need to decide what you are going to do with the feedback; this is the most powerful part of the process. Consider: ➡️ What more do I need to learn and understand about the situation? Or about other people in this story? ➡️ What do I know objectively? ➡️ What additional information do I need? ➡️ What further questions and clarifications might help? ➡️ What assumptions am I making? ➡️ What am I really feeling? ➡️ What part did I play? Once you’re feeling back in balance, circle back and take action (if required). You don’t have to act on every piece of feedback you ever get. But if you've received that feedback from three or more people, it's likely to be how others see you. And in case you’re wondering, my brother and I are all good. I’ve been thinking a lot about what he said, what steps I can take to better understand his comment and become, well…a little less self-centred!

How to Prepare Yourself to Receive Feedback Effectively 🎯 Receiving feedback—especially critical feedback—is not always easy. However, how we prepare for it can make all the difference between seeing it as a growth opportunity or a discouraging experience. Here are some science-backed techniques to help you get the most out of feedback: 1. Shift Your Mindset: See Feedback as a Tool for Growth 📈 Research on growth mindset (Dweck, 2006) shows that people who view challenges as learning opportunities rather than threats are more likely to improve over time. Before receiving feedback, remind yourself: ✔ This is not a personal attack; it’s a chance to grow. ✔ Even if I don’t agree with everything, there’s always something valuable to take away. 2. Manage Your Emotional Response 🧠 Feedback can trigger a fight-or-flight response in the brain, activating the amygdala and making us defensive (Rock, 2008 – SCARF Model). To stay open and receptive: ✔ Take a deep breath before reacting. ✔ Listen fully before formulating a response. ✔ Pause before responding—this helps shift from an emotional to a rational reaction. 3. Choose the Right People to Ask for Feedback 🤝 Not all feedback is equally valuable. Research (Ilgen, Fisher, & Taylor, 1979) suggests that we are more likely to accept feedback if it comes from someone we respect and see as knowledgeable. ✔ Identify mentors, leaders, or colleagues whose expertise you trust. ✔ Ask specific questions to guide their feedback: “What’s one thing I could improve in my presentations?” rather than “What do you think?” 4. Prepare Mentally: Separate Your Identity from Your Work 🔍 One of the biggest barriers to receiving feedback is taking it personally. To overcome this: ✔ See feedback as an evaluation of your work, not your worth. ✔ Reframe mistakes as steps toward mastery, not failures. 5. Follow Up and Apply What You Learn ✅ The best way to show that you value feedback is to act on it: ✔ Summarize key takeaways to ensure you understood correctly. ✔ Ask for clarification or examples if needed. ✔ Implement small changes and seek follow-up feedback. Final Thought Great professionals don’t just receive feedback—they prepare for it. The more intentional we are about how we approach feedback, the more valuable it becomes. #GrowthMindset #FeedbackCulture #Development #Leadership #EmotionalIntelligence #Communication

This Week’s #LeadingOutLoud: If You Want a Feedback Culture, CARE How You Receive It Saying you value feedback isn’t enough. The extent to which people will give you feedback is directly related to how you receive it when it’s offered. If you get defensive, go quiet, or explain it away—even subtly—you’re not just ending that moment. You’re shaping whether feedback ever shows up again. That’s why building a feedback culture starts with how you listen when it’s your turn. Here’s a simple way to lead by example: Introducing the CARE Model for receiving feedback. C — Check In (with your body and mind) - Show you’re present by maintaining eye contact - Listen actively - Ask clarifying questions—not challenges, justifications, or reasons. - Summarize what you heard A — Acknowledge with Gratitude - Even if the feedback surprises you, say: “Thank you. Let me reflect on that.” - Why? Because arguing—even gently—sends the message to the perosn offering the feedback that it isn't safe to do so. R — Reflect, Then Respond (avoid reacting) - Don’t rush to a conclusion. - Sit with it - Ask: Is there truth here? A pattern? - Give yourself time to respond with intention—not out of reaction E — Engage with Intention - Act on what’s helpful. - Close the loop with the person who offered the feedback—let them know how it was useful Because feedback isn’t just about performance. It’s about trust, safety, and the kind of leader you’re becoming. So this week, ask yourself: 💥 Am I receiving feedback in a way that invites more of it—or shuts it down? 💥 What am I teaching my team about whether it’s safe to be honest with me?

Feedback is broken. There, I said it. The second most people hear the word, the amygdala fires. That part of the brain shouts “threat.” You can feel it in your body. Your chest tightens, your stomach flips, your pulse quickens. And often, you don’t even process the words being said, because your biology is wired to protect, not to listen. Over the last two weeks, our company spent time together in person. One topic we explored was building a more feedback-rich environment. We are aware of the benefits, but we often don’t understand why we fall short. Science gives us some answers: ➡️ Name what you feel. Labeling emotions calms the amygdala and engages the prefrontal cortex. That shift moves you from defense into regulation. ➡️ Give autonomy. Let people choose how and when they receive input. When it is on their terms, receptivity increases and defensiveness decreases. ➡️ Eliminate the word itself. “Feedback” is too often coded as negative. If the word alone triggers the brain, maybe it is time to retire it and use language that actually delivers performance outcomes. I am all for improving how we give feedback. But the bigger play is creating environments where people feel safe enough to ask, ready enough to hear, and inspired to grow. I get that this is provocative. Maybe even controversial. But if the goal is to help people improve their performance, why cling to a word that shuts people down before the conversation even begins?

POV: Senior candidates who take our constructive feedback post-interview with grace and gratitude make better leaders. I find candidates who get defensive and agitated when they are given valuable feedback shortsighted and often show tell-tale signs they will struggle to be great leaders. Executives who are open to feedback tend to perform better for several reasons: 1. Continuous Improvement They recognise that leadership is a journey, not a destination. Feedback gives them a lens to identify blind spots and refine their approch, ensuring they stay ahead in dynamic environments. 2. Stronger Teams Leaders who welcome feedback model a culture of openness and learning. This encourages their teams to communicate openly, share ideas, and innovate without fear of judgment. 3. Emotional Intelligence Being receptive to feedback often correlates with higher emotional intelligence. These leaders are more self-aware, empathetic, and capable of building stronger relationships with stakeholders. 4. Adaptability Markets and organisations are constantly evolving. Feedback helps executives stay adaptable by providing real-time insights into what's working and what needs adjusting. 5. Trust and Credibility Executives who seek and act on feedback earn respect and trust from their teams. Employees are more likely to feel valued and engaged when their leaders show they're willing to learn and grow. 6. Enhanced Decision-Making Feedback provides diverse perspectives, reducing the risk of tunnel vision and leading to more balanced, informed decisions. 7. Better Business Outcomes Ultimately, leaders who listen and improve create more aligned, efficient organisations. The ripple effect of their openness impacts everything from employee morale to bottom-line results. Often candidates like to shoot the messenger but by doing so they may rob themselves of the growth honest feedback can give them, opting for a more palatable, watered-down version. I recommend being brave and asking for the warts and all versions! Bonus Thought: Feedback is a bit like spinach—sometimes it’s not your favorite, but it’s good for you and builds a stronger foundation over time! #strategyjobs #feedback #growth

From rising through the ranks in investment banking to coaching future leaders, I know feedback is the secret to success. In my 25+ years, I’ve seen how timely, well-asked feedback can unlock promotions, raises and career growth —don’t wait to ask. 1 - Ask for feedback in a timely manner - as soon after the event (eg presentation, meeting, research paper, sales pitch, etc.) as possible. ⭐ Avoid waiting too long to ask, as memories can fade over time. ⭐ Choose a time when the person can focus on your request - scheduling 1x1 time, go for a coffee, etc. - strive for an environment with few distractions. ⭐ Give the person a heads-up that you’ll be asking for their feedback, so they have time to prepare. 2 - Ask someone who you TRUST and will be honest and forthcoming ⭐ Be careful not to be tempted to ask people who you know will provide positive feedback. (Personally, I like to ask a pessimist/glass is half empty personality). 3 - Be CLEAR and SPECIFIC on what you want feedback on ⭐ EXAMPLE - Don't say "How Am I Doing?". Be more specific and say "Can you provide feedback on how I at the sales pitch with Client ABC" 4 - Ask for EXAMPLES ⭐ EXAMPLE - "When you say I sounded nervous during the pitch, what specifically did you observe? Was it my body language, the way I spoke, the pace of my speaking, etc.?" 5 - Be OPEN and receptive to the feedback and do not get defensive ⭐ If you are defensive, you can discourage the person giving you honest feedback (or any feedback at all) ⭐ Realize that PERCEPTION IS REALITY. If the person provided feedback that you do not agree with, realize it is their reality (and likely others as well). 6 - Put an ACTION PLAN in place to address the feedback. ⭐ Ask the person providing feedback for their views on steps you can take to improve. Be grateful and thank the person who provided you feedback and ask them if you can follow up with them in a few weeks time to see if they have seen improvement. I also like to encourage them to share TIMELY feedback with me whenever they notice something. P.S. Want help with your development needs ⭐⭐ I can help. DM me now or email me at craigbroder@emergingedgellp.com. ♻️♻️♻️PLEASE REPOST AND SHARE WITH YOUR NETWORK ♻️ ♻️♻️

Adapting to the modern-day workplace starts with understanding the art of receiving feedback. 🌟 In an ever-evolving professional landscape, the ability to effectively receive and act on feedback has become a cornerstone of personal and managerial growth. 🌱 Sheila Heen and Douglas Stone's insightful article on the six steps to becoming a receiver of feedback sheds light on this critical skill. Feedback is not just about improving performance; it's about fostering a culture of continuous improvement and resilience. 💡 🤔 “Why is being an effective receiver of feedback crucial for our growth as managers and individuals?” This question resonates with many, which is why it is a huge topic of discussion at Nurau. It's not just a temporary adjustment; it's about embracing a mindset where feedback fuels our evolution in both personal and professional spheres. A great example of how this works is the culture at Netflix.👏 Kudos to No Rules Rules by Reed Hastings and Erin Meyer 🌟 Here’s how you can start integrating these steps into your daily routine to enhance your feedback reception skills: 1️⃣ Step 1: Know Your Tendencies Understanding how you typically react to stress and challenges is crucial. Recognizing your patterns helps you anticipate and manage your responses more effectively. 🧠 2️⃣ Step 2: Disentangle the What from the Who Focus on the issue at hand rather than the person delivering the feedback. This separation allows you to address the root cause objectively, fostering a healthier feedback culture. 🧩 3️⃣ Step 3: Sort Towards Coaching Distinguish between evaluative feedback and coaching feedback. Embrace feedback as potentially valuable advice rather than criticism, making it less emotionally charged and more actionable. 🎯 4️⃣ Step 4: Unpack the Feedback Delve into the specifics of the feedback. Ask for examples and clarifications to fully understand it before making judgments. This ensures you address the core issues effectively. 🔍 5️⃣ Step 5: Ask for Just One Thing Seek feedback proactively rather than waiting for formal reviews. This approach helps you control the narrative and emotions, turning feedback into daily opportunities for micro-coaching and improvement. 🗣️ 6️⃣ Step 6: Engage in Small Experiments Implement new approaches in manageable steps. For instance, before a big meeting, gather input from participants to prepare effectively, thus managing how you receive and respond to feedback. 🧪 🌟 Feedback is the key to growth at so many levels. If you’re determined to learn from whatever feedback you get, no one can get in your way. 🚀 So, which step will you try first? Let me know in the comments below! 👇 #FeedbackGrowth #Leadership #ContinuousImprovement #Resilience #ManagerTips #ProfessionalDevelopment #EmpowerFrontlines #Nurau

Assessing the performance of a team has never been a simple task. However, when we consider the different formats of evaluations and their influence on people's professional lives, one truth confronts us: How feedback is given can make all the difference in keeping employees comfortable and on the right path. A survey conducted by Harvard Business Review, with around 1,600 participants, highlighted that narrative feedback (the kind that focuses on describing contexts, actions, and behaviors in detail through a face-to-face conversation without numerical metrics) is widely better received by employees. Beyond the insights shown in the study, this result also ties into the expansion of a culture that values multi generationality. When we talk about giving voice to people of all ages and positions within a company, we talk about fairness and enhancing a greater collective and collaborative sense. Feedback creates a bridge where all voices, from all roles and ages, are heard with respect and empathy as equals, person to person. This strengthens trust, inspires growth, and helps create an environment where people feel genuinely valued and empowered. When we set aside metrics for a moment and look at the human being in their essence, we reduce the bittersweet feeling of arbitrariness we often seek to combat. We also promote a natural sense of belonging, leading to motivation and productivity. For me, the goal of feedback is to build stronger relationships and a workplace where everyone, without exception, sees their value — and how great it is that this study doesn't allow this mindset to remain only in my words! After all, perhaps this is how to transform corporate cultures from the inside out. Have you thought about that? I invite you to dive deeper into this study to understand the importance of active feedback. The full article is available at the link in the comments!