{"id":5374,"date":"2014-04-03T08:17:46","date_gmt":"2014-04-03T08:17:46","guid":{"rendered":"http:\/\/www.cerebyte.com\/?p=5374"},"modified":"2014-04-03T08:17:46","modified_gmt":"2014-04-03T08:17:46","slug":"how-to-accept-feedback","status":"publish","type":"post","link":"https:\/\/cerebyte.com\/2014\/04\/03\/how-to-accept-feedback\/","title":{"rendered":"How to accept feedback"},"content":{"rendered":"

\t\t\t\t\"feedback\"<\/a>Remember your last performance review? Most of us expect that a significant portion of it will be about what we are doing wrong. This creates an intense \u201cfight or flight\u201d reaction and immediate resistance to learning.\n\nPeople don\u2019t like being told what to do or what will be good for them. Neurologically, even a benign conversation with a superior can stimulate the amygdala, the part of the brain responsible for fear response. This often creates an instant rejection reaction to whatever is proposed.\n\nAn article on the Harvard Business Review website talks about the importance of giving feedback to employees, and it recognizes that most feedback doesn\u2019t work.\n\n\u201cIt is the receiver who controls whether feedback is let in or kept out, who has to make sense of what he or she is hearing, and who decides whether or not to change,\u201d write Sheila Heen and Douglas Stone in the article. \u201cPeople need to stop treating feedback only as something that must be pushed and instead improve their ability to pull.\u201d\n\nHow can you become a better receiver? Heen and Stone offer six tips:\n\n\n

    \n\t\n\n
  1. Be aware of how you tend to respond to feedback and criticism.<\/li>\n\n\n\t\n\n
  2. Separate the feedback from the person who delivers it.<\/li>\n\n\n\t\n\n
  3. Focus on the coaching aspect of feedback.<\/li>\n\n\n\t\n\n
  4. Analyze the feedback to determine whether it\u2019s valid and useful.<\/li>\n\n\n\t\n\n
  5. Don\u2019t wait for your review; take the reigns and request feedback.<\/li>\n\n\n\t\n\n
  6. Experiment with the feedback to see what helps and what doesn\u2019t.<\/li>\n\n\n<\/ol>\n\n\nRead the full article at Harvard Business Review<\/a>.]]>\t\t<\/p>\n","protected":false},"excerpt":{"rendered":"

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