Sometimes feedback can leave a person feeling attacked. When this happens it’s too easy to dismiss the feedback as unwarranted or uninformed. You will not agree with all the feedback you receive, but to ignore it means losing the potential for growth.

I don’t believe people mean to usually attack or cause harm (if they do, that’s a different problem) When this happens to me, I employ the construct of impact-feedback. Impact-feedback has two parts: 1) State what happened without assumption or judgement, and 2) tell them the impact of their actions or words.

Example: When you gave me the feedback, it left me feeling attacked.

Then, you have the opportunity to peel back the layers of the feedback a little bit more. Through that, I’m sure you can find the juicy stuff that will help you grow.

You’ve got this.

Building Great Teams

Building Great Teams

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