Workplace Multiplier by Tola Akinsulire

Friday Edition: November 11, 2024

Welcome to the Workplace Multiplier newsletter. Published every Tuesday & Friday, we discover something crucial to help us on the way to winning at work and in life.

Handling Constructive Feedback Like a Pro

We’ve all been there—receiving feedback that’s meant to help us grow but feels a bit hard to swallow at first. 😬

Receiving constructive feedback can sometimes feel like having a tooth extraction at the dentist. I have had one of those and it hurts like nothing you will ever understand. Maybe that’s why a visit to the dentist is not one of those “like to have experiences”.

No matter what you think about feedback, it’s a critical component of growth in any professional journey.

Yes, feedback isn’t just a list of what to fix; it’s a powerful tool that, when approached correctly, can shape your career and refine your skills.

Let me give you the inside scoop to help you make the most of it. First, it’s essential to adopt a proactive, open-minded approach.

Once you have that, let me add a few more strategies to help you handle constructive feedback professionally and use it to fuel your development.

1. Embrace the Value of Feedback

First, recognize that constructive feedback is given with your growth in mind. Whether it’s coming from a manager, colleague, or even a client, it offers insight into how others view your performance and contributions.

This is a valuable perspective—one that’s sometimes difficult to see on your own. No matter how long you stand in the mirror, you can’t see all your sides.

You will still miss a spot of two. Rather than viewing feedback as criticism, see it as an opportunity to bridge gaps, improve your skills, and align more closely with team or company goals.

Understandably, not all feedback may feel relevant or even accurate at first. You have to learn to distill it. Feedback sessions give you a chance to engage in a meaningful conversation about your work, clarify expectations, and address any misunderstandings.

This approach shows that you’re open to learning and are committed to excellence, which can strengthen your relationships with colleagues and superiors alike.

2. Listen Actively Without Getting Defensive

This is something I had to develop over time.

In the movie, Kung Fu Panda, Shifu rushes to meet Master Oogway with what he considers bad news. Oogway responds “Ah, Shifu. There is just news. There is no good or bad.”

Ok, you may not always believe that but the foundational premise of treating news a little less defensive is very important.

When receiving feedback, especially when it addresses areas for improvement, it’s natural to feel a bit defensive. However, try to listen actively without interrupting or immediately justifying your actions.

Keep an open mind and focus on the points being made. Often, the feedback you initially feel resistant to is the feedback that can most contribute to your development.

If you’re feeling overwhelmed, take notes instead of responding right away. This allows you to capture the full message without the need to react immediately.

Remember, the goal of feedback isn’t to highlight faults but to encourage growth and improvement. By maintaining a receptive attitude, you’re already setting yourself up to make positive changes.

3. Seek Clarity and Examples

If any feedback points seem unclear or if you’re unsure of the context, don’t hesitate to ask for clarification. Constructive feedback should be specific, so if a manager says, “You need to improve your communication skills,” ask for examples of instances when your communication could have been clearer or more effective.

Asking for specifics doesn’t only clarify the feedback but also shows that you’re genuinely interested in improving. Instead of viewing this step as a challenge to the feedback, consider it as an opportunity to understand exactly where you can make changes.

You can even ask for suggestions on how to approach these areas differently in the future. This active approach reinforces your commitment to continuous improvement and personal development.

4. Reflect on the Feedback and Create an Action Plan

Once you’ve received the feedback and clarified any uncertainties, take some time to reflect on it. Identify which parts resonate with you and consider how you can implement changes.

Look for recurring themes or patterns—if you’ve received similar feedback before, that’s a strong indicator of an area that needs attention.

Next, create a plan to address these points. Perhaps you want to work on time management, improve communication with clients, or take a more proactive role in team meetings. Break these goals into actionable steps.

For example, if you’re working on communication, you might decide to send weekly updates to your manager, initiate regular check-ins with your team, or actively listen and ask questions during meetings.

Setting measurable objectives gives you a clear path forward and makes it easier to track your progress over time.

5. Show Accountability by Following Up

After you’ve taken steps to address feedback, demonstrate accountability by following up with your manager or the person who provided the feedback. This can be as simple as mentioning a recent change you’ve made in response to their suggestions.

For example, you could say, “After our conversation, I’ve been focusing on improving my meeting contributions by preparing more detailed talking points, and I think it’s really helping my communication.”

Following up not only highlights your dedication to self-improvement but also builds trust and credibility. It lets others know you’re committed to making meaningful changes and value the insights they’ve shared with you.

Over time, these follow-ups reinforce a growth mindset, showing your team that you take feedback seriously and are committed to ongoing development.

6. Don’t Let Negative Emotions Cloud Your Perception

Negative feedback can sting, but it’s essential not to let initial emotions cloud your perception. If feedback feels especially difficult, take a step back and give yourself time to process it before responding. Once the initial emotions have settled, re-read the feedback, and approach it with a fresh perspective.

Remember, constructive feedback is rarely personal; it’s intended to help you succeed in your role. Taking things personally can impede your ability to grow. Instead, focus on the areas of opportunity that the feedback highlights.

Consider reframing negative emotions by viewing the feedback as a roadmap for improvement rather than a judgment on your abilities.

7. Celebrate Growth and Acknowledge Progress

Finally, take the time to celebrate your progress. Constructive feedback is an ongoing process, and seeing your efforts pay off is rewarding.

Reflect on the skills you’ve strengthened, the challenges you’ve overcome, and the professional growth you’ve achieved because of embracing feedback.

Acknowledging your growth builds confidence, making it easier to handle future feedback. You’ll start to see feedback not as something to fear but as a valuable resource for development.

Embracing this mindset enables you to approach each piece of feedback—positive or negative—with a sense of curiosity and resilience, both of which are crucial to a thriving career.

I did something from the start without telling you - I asked you to assume all feedback was constructive.

Yes, I gave you a framework for handling constructive feedback.

But then you ask, “What if the feedback is not constructive?”

My response is, “Even the harshest feedback can be revamped into something constructive if you have the right perspective.”

The decider is you.

You can make any feedback constructive if you reframe it.

The power is yours.

You can win at work and in life.

Tola Akinsulire

I am a Workplace Multiplier

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Want to get in on some of the lessons I have picked up in my career? Get my eBook "21 Lessons I Learned in My Career - A Primer to Help You Become Better at Work". Get it here

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