Keep perspective. The Manager Feedback Report is intended to be constructive, not destructive. If you’re feeling overwhelmed by unexpected feedback, nurture your curiosity and open-mindedness. Ask yourself good questions and set yourself the challenge of understanding the feedback on a deeper level.
Remember, feedback is a glimpse of how others perceive specific behaviors at a single point in time, not an enduring judgment of who you are as a person. One might even argue that if receiving feedback isn’t a little bit uncomfortable, it’s probably not very useful either.
Process with your coach. If you're working with a coach, they can help you process feedback in a meaningful way. It can be helpful to discuss anything that you learned that surprised you, that delighted you, or that disappointed you. Processing with your coach first will help you be responsive rather than reactive when you discuss the feedback with your manager. Your coach can also help you:
Engage your manager. It is crucial to bring up the feedback in a conversation with your manager. But how? Depending on your relationship with your manager, you may do some or all of the following:
Discuss with colleagues. Talking through growth areas with colleagues whom you trust gives them a chance to support you.
While it may seem counterintuitive or uncomfortable, being vulnerable and sharing your imperfections is a key leadership trait found in many top performers.