How to stay calm and focused after your boss criticized your work
Yes it new #Arising #Problem which now -a-days people are facing . And it becomes very tough situation for employee to face the employer. They don't know how to react .
There are various types of employees which react differently to the critics from the boss. Some are those who can tolerate them and Handel the situation calmly. And some are those who can't we call them sencetive employees , they become defensive . They can't control their reflexes and burst into anger.
To handel these situations their are some #Do's and #Don't like , what we have to do is:-
1. Stop Your First Reaction
At the first sign of criticism, before you do anything—stop. Really. Try not to react at all! You’ll have at least one second to stop your reaction. While one second seems insignificant in real life, it’s ample time for your brain to process a situation. And in that moment, you can halt a dismissive facial expression or reactive quip and remind yourself to stay calm.
2. Remember the Benefit of Getting Feedback
Now, you have a few seconds to quickly remind yourself of the benefits of receiving constructive criticism—namely, to improve your skills, work product, and relationships, and to help you meet the expectations that your manager and others have of you.
3. Listen for Understanding
As the person shares #Feedback with you, listen closely. Allow the person to share their complete thoughts, without interruption. When they’re done, repeat back what you heard. For example, “I hear you saying that you want me to provide more detailed weekly reports, is that right?”
At this point, avoid analyzing or questioning the person’s assessment; instead, just focus on understanding his or her comments and perspective. And give the benefit of the doubt here—hey, it’s difficult to give feedback to another person. Recognize that the person giving you feedback may be nervous or may not express their ideas perfectly.
4. Say Thank You
Next (and this is a hard part, I know), look the person in the eyes and thank them for sharing feedback with you. Don’t gloss over this—be deliberate, and say, “I really appreciate you taking the time to talk about this with me.”
Expressing #Appreciation doesn’t have to mean you’re agreeing with the assessment, but it does show that you’re acknowledging the effort your colleague took to evaluate you and share his or her thoughts.
5. Ask Questions to Deconstruct the Feedback
Now it’s time to process the feedback—you’ll probably want to get more clarity at this point and share your perspective. Avoid engaging in a debate; instead, ask questions to get to the root of the actual issues being raised and possible solutions for addressing them.
For example, if a colleague tells you that you got a little heated in a meeting, here are a few ways to #Deconstruct the feedback
Seek specific examples to help you understand the issue: “I was a little frustrated, but can you share when in the meeting you thought I got heated?”
Acknowledge the feedback that is not in dispute: “You’re right that I did cut him off while he was talking, and I later apologized for that.”
Try to understand whether this is an isolated issue (e.g., a mistake you made once): “Have you noticed me getting heated in other meetings?”
Look for concrete solutions to address the feedback: “I’d love to hear your ideas on how I might handle this differently in the future.”
6. Request Time to Follow Up
Hopefully, by this point in the conversation, you can agree on the issues that were raised. Once you articulate what you will do going forward, and thank the person again for the feedback, you can close the conversation and move on.
That said, if it’s a larger issue, or something presented by your boss, you may want to ask for a follow-up meeting to ask more questions and get agreement on next steps. And that’s OK—it’ll give you time to process the feedback, seek advice from others, and think about solutions.
#Constructive criticism is often the only way we learn about our weaknesses—without it we can’t improve. When we’re defensive, instead of accepting and gracious, we run the risk of missing out on this important insight. Remember, feedback’s not easy to give and it’s certainly not easy to receive, but it’ll help us now and in the long run.
And here we go with the don'ts which have to be avoided at that time
1. Don’t Get Defensive
During a feedback conversation, chances are you’re feeling somewhere between mildly to extremely #Defensive. This is a totally natural reaction, but it can also come off as #Immature, so it’s best to try to control it as much as possible.
2. Don’t Over-Apologize
On the flip side, don’t go overboard. If the feedback is based on a specific mistake, #Misunderstanding, or behavior, apologize once, and that’s it. Make it count—your #Apology should be sincere, concise, and show that you understand the problem and how avoid it in the future. Your boss will appreciate this and most likely want to move on—she has no interest in telling you “it’s OK” five times a day as you beg for forgiveness or promise to improve upon things in the future.
3. Don’t React on Impulse
Received a piece of really tough—or even truly unwarranted—feedback? Although it’s tempting to react #Immediately, your emotions are at their peak in the heat of the moment. So, it’s essential that you take a deep breath and give yourself some physical space to absorb the comments and clear your head before responding one way or another
4. Don’t Miss the Chance to Clarify
After you’ve had the #Opportunity to clear your head, go back and think about the main points your boss conveyed. Do they pretty much make sense, or is there anything that came totally out of left field? If so, can you go back and revisit the surprising feedback with your boss in the name of getting a better understanding of what you need to work on?
It’s never a bad idea to circle back with him or her after a few days or weeks
5. Don’t Dwell on It
Particularly if the #Negative #Feedback caught you by surprise, pointed to a flaw that makes you self-conscious, or was of a personal nature (your tendency to use filler words in presentations, for example), chances are you’re going to feel bad about it. That’s totally normal. But while you should allow yourself a period of time to work through the feelings it stirs up, you should also commit to letting them go.
It's not always that #Criticism should be taken in negative way only , its like , if we don't know the #Mistakes we made today ,then how we can improve tomorrow.
Yes it new #Arising #Problem which now -a-days people are facing . And it becomes very tough situation for employee to face the employer. They don't know how to react .
There are various types of employees which react differently to the critics from the boss. Some are those who can tolerate them and Handel the situation calmly. And some are those who can't we call them sencetive employees , they become defensive . They can't control their reflexes and burst into anger.
To handel these situations their are some #Do's and #Don't like , what we have to do is:-
1. Stop Your First Reaction
At the first sign of criticism, before you do anything—stop. Really. Try not to react at all! You’ll have at least one second to stop your reaction. While one second seems insignificant in real life, it’s ample time for your brain to process a situation. And in that moment, you can halt a dismissive facial expression or reactive quip and remind yourself to stay calm.
2. Remember the Benefit of Getting Feedback
Now, you have a few seconds to quickly remind yourself of the benefits of receiving constructive criticism—namely, to improve your skills, work product, and relationships, and to help you meet the expectations that your manager and others have of you.
3. Listen for Understanding
As the person shares #Feedback with you, listen closely. Allow the person to share their complete thoughts, without interruption. When they’re done, repeat back what you heard. For example, “I hear you saying that you want me to provide more detailed weekly reports, is that right?”
At this point, avoid analyzing or questioning the person’s assessment; instead, just focus on understanding his or her comments and perspective. And give the benefit of the doubt here—hey, it’s difficult to give feedback to another person. Recognize that the person giving you feedback may be nervous or may not express their ideas perfectly.
4. Say Thank You
Next (and this is a hard part, I know), look the person in the eyes and thank them for sharing feedback with you. Don’t gloss over this—be deliberate, and say, “I really appreciate you taking the time to talk about this with me.”
Expressing #Appreciation doesn’t have to mean you’re agreeing with the assessment, but it does show that you’re acknowledging the effort your colleague took to evaluate you and share his or her thoughts.
5. Ask Questions to Deconstruct the Feedback
Now it’s time to process the feedback—you’ll probably want to get more clarity at this point and share your perspective. Avoid engaging in a debate; instead, ask questions to get to the root of the actual issues being raised and possible solutions for addressing them.
For example, if a colleague tells you that you got a little heated in a meeting, here are a few ways to #Deconstruct the feedback
Seek specific examples to help you understand the issue: “I was a little frustrated, but can you share when in the meeting you thought I got heated?”
Acknowledge the feedback that is not in dispute: “You’re right that I did cut him off while he was talking, and I later apologized for that.”
Try to understand whether this is an isolated issue (e.g., a mistake you made once): “Have you noticed me getting heated in other meetings?”
Look for concrete solutions to address the feedback: “I’d love to hear your ideas on how I might handle this differently in the future.”
6. Request Time to Follow Up
Hopefully, by this point in the conversation, you can agree on the issues that were raised. Once you articulate what you will do going forward, and thank the person again for the feedback, you can close the conversation and move on.
That said, if it’s a larger issue, or something presented by your boss, you may want to ask for a follow-up meeting to ask more questions and get agreement on next steps. And that’s OK—it’ll give you time to process the feedback, seek advice from others, and think about solutions.
#Constructive criticism is often the only way we learn about our weaknesses—without it we can’t improve. When we’re defensive, instead of accepting and gracious, we run the risk of missing out on this important insight. Remember, feedback’s not easy to give and it’s certainly not easy to receive, but it’ll help us now and in the long run.
And here we go with the don'ts which have to be avoided at that time
1. Don’t Get Defensive
During a feedback conversation, chances are you’re feeling somewhere between mildly to extremely #Defensive. This is a totally natural reaction, but it can also come off as #Immature, so it’s best to try to control it as much as possible.
2. Don’t Over-Apologize
On the flip side, don’t go overboard. If the feedback is based on a specific mistake, #Misunderstanding, or behavior, apologize once, and that’s it. Make it count—your #Apology should be sincere, concise, and show that you understand the problem and how avoid it in the future. Your boss will appreciate this and most likely want to move on—she has no interest in telling you “it’s OK” five times a day as you beg for forgiveness or promise to improve upon things in the future.
3. Don’t React on Impulse
Received a piece of really tough—or even truly unwarranted—feedback? Although it’s tempting to react #Immediately, your emotions are at their peak in the heat of the moment. So, it’s essential that you take a deep breath and give yourself some physical space to absorb the comments and clear your head before responding one way or another
4. Don’t Miss the Chance to Clarify
After you’ve had the #Opportunity to clear your head, go back and think about the main points your boss conveyed. Do they pretty much make sense, or is there anything that came totally out of left field? If so, can you go back and revisit the surprising feedback with your boss in the name of getting a better understanding of what you need to work on?
It’s never a bad idea to circle back with him or her after a few days or weeks
5. Don’t Dwell on It
Particularly if the #Negative #Feedback caught you by surprise, pointed to a flaw that makes you self-conscious, or was of a personal nature (your tendency to use filler words in presentations, for example), chances are you’re going to feel bad about it. That’s totally normal. But while you should allow yourself a period of time to work through the feelings it stirs up, you should also commit to letting them go.
It's not always that #Criticism should be taken in negative way only , its like , if we don't know the #Mistakes we made today ,then how we can improve tomorrow.
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