I firmly believe that we are constantly receiving feedback from various sources: life itself, our finances, and our business endeavors.
Sometimes we recognize it right away; other times, it takes a while before we fully understand and “get it.”
Either way, the question is:
Are you on the lookout for feedback?
Being able to answer “yes” to this means you are paying attention.
It also means you are open and willing to make improvements, adjust course, or deepen your understanding regarding the choices you’ve made or experiences you’ve had?
That’s one question; here’s another:
What do you do with the feedback once you recognize it?
Your answer to this likely depends, first, on how you react to it.
On the surface, feedback is nothing more than information about (or a response to) a choice or experience.
The Emotional Side of Feedback
But, you’ve gotten enough feedback, from the sources noted above, to know that it is really much deeper than that – that feedback can evoke a whole range of emotional responses.
This is what I want to talk about today.
Because how you receive feedback is largely dependent on whether it:
- Boosted your confidence and validated your choices and actions;
- Caused you to think creatively about a challenge or problem;
- Was a complete shock and likely unexpected (which applies to the feedback you view as positive or negative);
- Caused you to become defensive because it highlighted a mistake, or simply the fact that if you were given a do-over, you’d choose/act differently;
- Made you feel embarrassed – especially if it highlights a failure that is public (instead of private);
- Heightened your fears, particularly if the stakes are high; or
- Prompts a deep sense of gratitude because of what you gained.
Knowing what to do with the feedback you get begins with identifying what emotion or combination of emotions it is triggering.
After the Emotional Trigger
You may not always like the feedback you are getting or the timing of it. But, ultimately, it is always a tool that leads to growth and improvement.
If you let it.
Here are six (6) ways to “let it:”
Look for patterns
Is there a connection or theme you are noticing between the choice or experience that led to the feedback this time and what you’ve received in the past?
Assess
Determine what pieces of the feedback are most relevant to your goals, responsibilities, and priorities, and that will help you move forward, right now.
Develop an action plan
One of my favorite frameworks for creating an action plan is a mind map. It’s a great way to visually “name” the feedback you’re getting, capture your emotional response to it, break down the pieces of it, and identify your next steps.
In my opinion, mind maps help you to more easily see both your open and closed feedback loops.
Take action
Execute your plan; follow through on the steps you’ve identified above.
Monitor and adjust
Create a system for monitoring your progress regularly, so you can adjust it when required. And, keep a record of what is and isn’t working based on the initial plan as well as the tweaks you’ve made along the way.
Reflect and repeat
Not only are you always getting feedback, the truth is it’s a dynamic process. One that sometimes requires you to actively seek it, or to be on the lookout for the signs of it.
Like I said, you may not always welcome the feedback or its timing, but I truly cannot think of an instance when you don’t benefit from embracing it.
Feedback is a Skill
Far too often, we don’t view feedback – noticing it, receiving it, or giving it – as a skill. Yet, it is. And a multi-faceted one at that!
Recognizing feedback involves awareness, interpretation, open-mindedness, and emotional intelligence.
Developing this skill can significantly:
- enhance your personal and professional growth;
- improve your decision-making and the choices you make;
- improve your performance;
- lead to better communication – with yourself and others; and
- strengthen your relationships – with yourself, your money, your business, and with others.
And just like any other skill, there’s always a need to develop and enhance it. Because improvement is what drives success.
Which is why there’s always an embedded benefit to getting and reflecting on the feedback you get from the choices you make, experiences you have, and the responses you get.
I am writing about feedback because I made a decision based on the feedback I was getting.
As you know from my recent emails, I’m hosting the Pricing Made Human® masterclass in a few days. I’ve only ever presented this as a live experience. Initially, I delivered it four times a year – on a quarterly basis. In recent years, I switched to a bi-annual timeframe.
The saying “three reflects a pattern” is often used because three instances of an event or observation are usually sufficient to suggest a recurring theme or trend.
Well, I encountered the concept of three in the marketing of the upcoming pricing masterclass. After hearing from three people that they were highly interested in the experience, but unable to join the live event due to scheduling conflicts, I decided to switch things up a bit.
I am now offering an alternative option, which I’m sharing here in case you’re interested, are unable to join us on June 6th, and don’t want to wait until December for the next live experience – click here.
CTA: However, if you are interested and the date works for you, here’s one more invitation to join us this coming Thursday – click here to learn more or click if you’re ready to RSVP.
