In last week’s blog, we discussed how to receive feedback well by focusing on the types of feedback (ACE – Appreciation/Coaching/Evaluation) you might receive as well as aspects of the feedback which might feel triggering (Truth, Relationship, and Identity Triggers) to you.
The Triad Consulting Group has developed handouts and worksheets that you can access on their website to help guide you through various aspects of difficult conversations and feedback.
When thinking about how to improve how well you receive feedback, it is first important to consider your past experiences taking in feedback. Here are some questions to ask yourself:
- What are your pet peeves about feedback?
- How sensitive am I to feedback?
- What is my processing time for feedback? Do you need time to reflect or can you discuss and engage in the moment?
- How long is my recovery time when receiving critical feedback?
- If you are triggered by feedback, how can others tell?
- How about email? Is coaching by email and not face-to-face acceptable?
- What areas are you particularly sensitive about?
- When do I feel appreciated?
- What is the best setting and timing for me to effectively hear coaching feedback?
- What advice would you give others regarding giving you feedback? How can they interpret your reactions?
It is important to be introspective, thoughtful, and genuine when answering these questions. Perhaps you are very sensitive to feedback and your swing/recovery time is not swift. Take a moment to own up to those characteristics and not feel badly about it. Evaluate what could possibly be triggering for you from different feedback scenarios. The only way to begin receiving feedback well is by gaining these personal insights first and foremost.
Remember that you have the right to choose whether you apply the feedback, but you also are able to coach your coach about the feedback in the first place. Without going overboard, you can tell your coach generally how you receive feedback and ask for their consideration in helping you to hear their insights well. If you get overwhelmed by too much information in a coaching session, try to look for themes to these evaluations. If necessary, ask “What’s one thing you see me doing, or failing to do, that you think is getting in my way?”
For more information, check out the book, Thanks for the Feedback: The Science and Art of Receiving Feedback Well which is available for checkout at the OITE Library.
