People need to realise they have a choice when it comes to receiving feedback and by ensuring they know this they will feel empowered, responsible and accountable.
Managers and leaders need to acknowledge it is always the choice of the person receiving the feedback if they want to accept and action it. Don’t engage in coaching conversations unless there is acceptance of a need to change in the person you are giving feedback to!
Here are some questions to ask yourself as you decide whether to accept or ignore the feedback given to you:
ACCEPTING
“prepared to take action”
- What could happen if I choose to do nothing with the feedback?
- What could result if I decide to take action – for me and my career and for the business?
- What level of energy and commitment do I need to bring to create this level of change?
- What are the possible barriers?
- What impact has this feedback had on my emotions, ego and esteem?
I CAN NOW DECIDE TO ACCEPT OR IGNORE THE FEEDBACK
IGNORING
“no action to be taken”
- Be clear on why you have decided not to take any action
- Have the courage to share this with the person who gave you the feedback
I CHOOSE NOT TO TAKE ACTION
I recall being given feedback as a very senior person in a business that I was “too trusting and too idealistic” and this was presented to me as negatives within my performance. After reflecting and taking into account my picture of ideal self I decided to “ignore” the feedback; I also had the courage to share my decision. I did this so the person who gave it to me was clear that I had heard the feedback and that I didn’t want to do anything with it.
Invest the thinking time to reflect and then decide if you want to accept or ignore the feedback – very empowering thought process.
