The Discomfort and Power of Receiving Feedback: 5 tips for how to receive feedback well

Imagine a sports coach who never gave feedback – or an athlete who refused to hear it. Neither would go far – yet in our working lives, both giving and receiving feedback can feel like something we’d rather just avoid.

It can definitely be extremely uncomfortable. But no discomfort – no growth.

Feedback can challenge your view of yourself and expose areas that need improvement (fun!) - but instead of retreating from it, what if you took the athlete’s approach and embraced it as a tool for growth?

Here’s 4 top tips for receiving feedback well…

1. Reframe Feedback as a Learning Opportunity

Rather than seeing all feedback as criticism, shift your perspective to view it as potentially valuable input.

When you approach feedback with a growth mindset, you’re not focused on proving your ability but on developing it.

Ask yourself: "What can I learn from this to become a better leader?"

2. Create a Safe Space for Feedback

One of the best ways to encourage growth is by normalising feedback within your team. If you demonstrate that feedback is a part of your own development process, it will be easier for your team to follow suit.

If you only really want praise, and get defensive or argue back when it’s anything else, less so.

Model the openness you want to see in others by inviting feedback regularly and responding with curiosity rather than defensiveness.

3. Separate Feedback from Self-Worth

It’s easy to feel vulnerable when receiving feedback, especially if it’s not what you hoped to hear. But remember, feedback is about specific actions or behaviours, not your value as a person or leader.

This separation allows you to focus on the growth that feedback can spark, rather than on protecting your ego.

4. Reflect and Apply

You don’t have to take on every bit of feedback you receive by any means (check out this ready reckoner I developed to help you consider if a piece of feedback is helpful), but at least give it some consideration.

Feedback without action is like a car with no wheels. Small, intentional changes based on insights from others can have a profound impact on your leadership effectiveness over time.

What do you think – share your top tips for receiving feedback well!

If you’re interested in learning more, I have some great workshops on this topic and/or can work with you 1:1 on it – just let me know!

Until next week, take care of yourself and others

Madeleine

I help accomplished professionals untangle difficult career questions so they can thrive in work and life.

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