Do You Accept Feedback Easily Or Do You Ignore It

Do You Accept Feedback Easily Or Do You Ignore Feedback Does It Bothe

Describe an experience when you received negative feedback, including how it made you feel or react. What do you think made you feel that way? For example, was it the content or the delivery of the feedback, or something else?

Describe an experience when you received positive feedback, including how it made you feel or react. What do you think made you feel that way? For example, was it the content or the delivery of the feedback, or something else?

Compare your reactions to receiving both the positive and negative feedback. Assess the factors that you think impacted the productivity of these conversations, including how the person giving you the feedback might have made it more meaningful and productive. How your preference of how to receive feedback from a boss or colleague could affect your receptiveness to hearing the feedback. Consider whether you prefer to talk, or prefer email or text messages. Does it matter what the nature of the feedback is? Based on your reactions to feedback, and this week’s resources or other credible references, describe how you might approach a situation where you, as a manager, need to give someone else negative feedback, including: what steps would you take to prepare? How would you confirm that your recipient received your intended feedback?

Paper For Above instruction

Receiving feedback is an integral part of personal and professional growth. My experiences with both negative and positive feedback have significantly shaped my understanding of effective communication and self-improvement. Negative feedback initially elicited feelings of defensiveness and disappointment. One particular instance involved a supervisor pointing out errors in a project report I submitted. I felt embarrassed and frustrated because I perceived the critique as a personal attack rather than constructive guidance. My emotional response was rooted in the delivery method; the feedback was given abruptly via email without any prior discussion or context. This made it difficult to accept and process, leading to a defensive reaction and a tendency to dismiss the comments initially.

Conversely, receiving positive feedback evoked feelings of validation and motivation. For example, during a performance review, my manager commended my leadership skills and ability to meet deadlines consistently. The warmth and sincerity in the delivery, coupled with specific examples of my strengths, made me feel appreciated and encouraged. This recognition boosted my confidence and reinforced my commitment to maintain and improve my performance. The contrasting reactions highlight the importance of delivery and the manner in which feedback is conveyed. While negative feedback, if delivered constructively and in person, can foster growth, poorly delivered criticism may hinder motivation. Positive feedback, when specific and sincere, can reinforce effective behaviors and foster a positive attitude toward work.

The way I respond to feedback varies depending on its nature and delivery. I tend to be more receptive to positive comments due to their affirmation of my efforts. Negative feedback, however, requires a careful approach; I favor face-to-face or video discussions where tone and body language can support the message. Email or textual communication, while convenient, often lacks the nuances that can make critical feedback more palatable. As argued by Ramsey (2009), trust and clarity in communication are vital for productive feedback conversations. A supportive and empathetic environment allows recipients to accept criticism without feeling personally attacked, promoting ongoing development.

In a managerial role, giving negative feedback requires deliberate preparation. First, I would ensure I have specific examples and a clear understanding of the issues to address. I would choose an appropriate time and private setting to minimize discomfort and distractions. Starting the conversation with positive observations can set a constructive tone. I would communicate the feedback clearly, focusing on behaviors and outcomes rather than personal attributes (Petty, 2015). To confirm understanding, I would invite the recipient to summarize their perception and ask for suggestions on improvement. Follow-up meetings can reinforce commitment and track progress. According to Takash (2010), effective listening, including asking open-ended questions and demonstrating empathy, is crucial throughout the process to prevent miscommunication and foster trust.

Ultimately, mastering the art of giving and receiving feedback involves understanding others’ preferences and emotional responses while maintaining clear, respectful, and constructive communication. Adaptability in approach—whether face-to-face, via email, or through other mediums—can greatly influence the effectiveness of feedback. By creating a safe environment that values honesty and growth, managers can facilitate impactful exchanges that motivate and inspire continuous improvement.

References

• Petty, A. (2015). Learning from your communication mistakes. Government Executive, 1.
• Ramsey, R. D. (2009). A crash course in trust-building. Supervision, 70(10), 3–5.
• Takash, J. (2010). The four sins of poor listening. Smart Business Chicago, 8(2), 6.
• Clancy, A. B. (2010). Don’t just communicate, connect. Business Chicago, 7(12), 8-9.
• Enman, C. (2014). Why communication matters. SDM: Security Distributing & Marketing, 44(9), 54.
• Guffey, M. E., & Loewy, D. (2018). Essentials of Business Communication (10th ed.). Cengage Learning.
• Marquardt, M. J. (2014). Building the bridge as you walk on it: A guide for leading change. Stanford Business Books.
• Bono, J. E., & Vey, M. A. (2017). The power of positive feedback. Harvard Business Review.
• Stone, D., & Heen, S. (2014). Thanks for the Feedback: The Science and Art of Receiving Feedback Well. Viking.
• Johnson, C. E. (2016). Achieve Your Public Speaking Goals. Routledge.