So you can either reach the top the fastest you can. The most important thing to remember is to never take criticism personally or emotionally. Always use criticism as a tool to objectively assess the situation and improve. Valid criticism gives you a reality check and makes you stop living in a dream world. It tells you where you are going wrong and what you need to do if you are serious about doing whatever you wish to do.
What does a critic do? He or she offers you an opposing point of view. The negative side of it is that this can shatter self confidence in people who have low self esteem. But those who can rise above taking criticism personally would find that having someone who offers a different point of view than their own, helps to expand their thinking and offers them new perspectives that would not have considered initially.
Having a critic close to you is much better than having a flatterer even though the flatterer strokes the ego better. How you navigate your way around people and how well you are able to influence them, both as a group and on an individual level will play a tremendous role in how high you eventually rise up in life.
When someone criticises you, the way you react will play a huge role in what opinion the same person forms of you next or what opinion other observers form of you, if that criticism is public. You can either get defensive, argue with them in public and make yourself look stupid or you can react to it in a dignified manner. Then you can either make the suggested improvements or continue to act in a way that is true to your core values without attacking the other person back.
In fact you can also try to influence them agree to your point of view without attacking them. Whether you make the changes or not a negative reaction may make a minor critic a major one. On the other hand an appropriate response may even make him or her your foe turned admirer. For these shortfalls, Coaching is a better alternative. But saying that, Coaching is not perfect, either. This kind of feedback can make the receiver feel targeted and attacked.
The main thing to understand with Coaching is differentiating between hearing and meaning. What a person hears can be different than what you intend. Opposite of the three types of feedback, we have the three feedback triggers.
The first trigger is the Truth trigger. This trigger is set off by the actual feedback. The feedback makes the person feel wronged, so they get defensive. The way to help this problem for the giver is to make sure your tone is passive and not aggressive at all.
If you are the receiver, try to understand that the person is trying to help you improve, not hurt your feelings. The second type of feedback is Identity feedback. This trigger is all about us. Who we are and what we believe in. When we feel that someone is attacking who we are, we fight back. The last kind of trigger is the Relationship trigger. These have to do with the relationship between the giver and the receiver. The person giving you feedback should not be trying to hurt you.
Thank them politely and move on. The first example is not very constructive and helpful. The person may of had good intentions, but the conveying message is that YOU are the problem, which is not constructive. The second example is much better. It detaches the situation from the person. There are some things to remember when giving criticism. First, make sure you detach the situation from the person.
Take the person out of the equation to better focus on the situation. Make sure your comments are directed to the situation, not the person. How do you receive and understand feedback well? One of the obvious things about feedback is that positive feedback is always easier to receive well. It makes you feel good about your work, and usually the giver knows this. It is, in a nutshell, neutral feedback.
They may feel pressured to keep doing well. First, you must understand that this feedback includes any information you get about yourself and your work. People give feedback so you can improve your work, not to make you feel bad. If you are giving a person constructive criticism, you want it to be as helpful as possible.
One of the most important things to remember when giving criticism is to be specific. Try not to be vague, because it can come across as unconstructive.
But how do you make your feedback more specific you may ask? Focus on the objective and start with the specific things you would change. It can help if you break down the feedback into key points. For a play or production, it might mean getting to know what your audience actually want. If you always think you're right but don't get feedback from anyone else, how do you know for sure that what you're doing is any good?
Whether you're selling or performing, whether it's a product or service, listening and acting on those honest views will tell you precisely what's good and what can be done better. Use that information to change your performance, service, exhibition or event — sometimes it will make for uncomfortable listening but it can make your product stronger as a result. Constructive criticism can guide you away from bad practices and towards good ones. Try to be objective and look at what you're providing as though it's not yours.
This can be particularly difficult when you're deeply involved in a project but, if you can take a step back, you might see how to improve your way of working and avoid any negative outcomes down the road. Did you need a more specific brief? Was there something you missed in the early stages of the project?
Is the performance deadline too unrealistic? Think about it: if you can get a customer to tell you — and just you — how to give them the perfect product or service, that's information you've got that no one else has. That puts you at an advantage over anyone else in your sector and can be used again in the future to get things right, even faster. Find ways to squeeze that information from your client or audience and get them to tell you what they really want.
The language you use in response to criticism is vitally important. Try to avoid getting into an argument.
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