Archives

1.

Assume the belief that - 'All feedback is learning'. Fully step into this or assume it if you don't believe it already

2.

Check that you are in a state of rapport with the giver of the feedback throughout. If at any time you are not then take action to regain that state of rapport. If necessary elegantly adopt a similar body posture to theirs.

3.

If you suspect that your emotions may get the better of you then step outside of yourself in your thinking so that you are watching and hearing yourself as if you are your own observer. (however it ultimately more powerful if you can stay engaged with your emotions to let the feedback in so this advice is as a first step to being able to do this)

4.

Create a state (remember a time when you have done this) in yourself where you are open - head and heart - to what is being offered to you.

5.

Step into the other person's shoes at some point as they are giving the feedback to you in order to understand how they feel and to get a full perception of what they are saying to you. Come back into your own shoes to let the feedback in to your head and heart.

6.

Check your understanding of what the person is saying to you whether you think you understand or not. Do this until you can see, hear and feel what they are telling you. Imagine what it means to have taken the feedback and to have acted on it. Imagine how that enhances your qualities as a leader. Sound this future scenario out with the giver as a way of testing your understanding further

7.

Finally thank them for giving you the feedback in a way that will encourage them to give you more in the future

8.

Act on it

9.

Let the giver of the feedback know when you have acted on it and what benefits you have experienced.

10.

Be thankful that others want and do give you feedback and be aware of how that if feedback in itself.