Responses to Feedback

Feedback is the quickest way to learn - as long as you are open to it. Reactions to receiving feedback tend to fall into one of two diametrically opposite camps: an OPEN or a CLOSED response.

Five aspects of an OPEN response: (growing, learning, developing)

1. Pay attention to the person giving the feedback: show interest and be ready to ask for more explanations, without being critical.
2. Ask for examples that will illustrate the person's point and will help you to understand it better.
3. Suggest possible ways of resolving any issue that it is brought to your attention.
4. Emphasise the fact that you are keen to change any areas that might need improvement.
5. Show that you assume responsibility for the results and also for any action that needs to be taken as a result of the feedback.

Five aspects of a CLOSED response: (staying stuck, blaming others, "it's not my fault attitude")

1. Be on your guard: counter any negative comments and keep justifying and defending your results.
2. Tell the person that they have interpreted the results wrongly; make fun of them or be rude to them.
3. Interrupt them while they are trying to explain their thoughts, or make distracting comments or grunts of disapproval.
4. Blame someone else for the results – preferably someone junior to you, who isn't present at the meeting.
5. Finally, thank them for their feedback, but resolve to take no action as a result.

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