Here's how you can handle feedback without getting defensive or emotional.

When someone gives you feedback, it's like receiving a gift—it might not always be what you expected, but there's usually something valuable inside. The trick is to really listen. Give them your full attention without jumping to defend yourself. It's not about proving them wrong—it's about understanding their perspective. Sometimes, hidden in their words, are nuggets that can spark new ideas or help you improve. Remember, feedback is about growth, not criticism. So, embrace it with curiosity and openness, and you'll find it easier to turn feedback into fuel for your own development.

When it comes to feedback, be all ears—literally. Listening fully means tuning in without tuning out, catching every detail like a pro. It’s like being a detective, but instead of solving crimes, you’re cracking the case of continuous improvement.

Handle feedback constructively by actively listening and viewing it as an opportunity for growth. Pause before responding to process the information. Ask clarifying questions to fully understand the feedback. Acknowledge valid points and thank the giver for their input. Focus on actionable steps for improvement rather than taking it personally. Maintain a positive, open attitude and view feedback as a tool to enhance your skills and performance.

Pause, process the feedback, then make a plan before moving forward. Strategize before addressing feedback in order to ensure a productive approach towards improvement. "Be not afraid of going slowly, be afraid only of standing still.."

When you get feedback, take a breather before responding. It's like hitting pause on a hectic day—it gives you space to digest things calmly. Feedback can stir up emotions, but stepping back lets you process it without those feelings clouding your judgment. Use the time to remind yourself that feedback's about growth, not judgment. Trust me, that moment of pause? It's your secret weapon against defensiveness. Embrace it, and you'll see feedback as a path to leveling up, not a hurdle to overcome.

Got feedback? Hit the pause button before you hit back. Taking a moment to breathe and process keeps your emotions in check and your responses sharp. Think of it as your feedback buffer zone—cool, calm, and collected.

Aqui o mais importante é: filtro. Não somos todos iguais e os feedbacks são úteis pois são perspectivas diferentes das nossas, é externo e por isso contribui para o nosso desenvolvimento e reflexão. Converso com alguns amigos designers e chegamos a conclusão de que o meio termo entre o emocional e o racional quando recebe um feedback, é um ótimo caminho. Pese na balança como você se sente e o que conseguiu racionalizar de melhoraria pra sí daquilo, seja em comportamento ou em busca de novos conhecimentos. E para complementar: sempre transforme seus feedbacks em ações visíveis.

Hey, when you get feedback, clarity is key! If something's unclear or seems off, ask for specifics. It's like diving deeper into a topic—you want to understand fully. By asking questions in a curious, non-confrontational way, you show you're open to learning. Plus, it avoids assumptions and clears up any misunderstandings. Remember, seeking clarity isn't about proving yourself right—it's about improving together. Embrace the conversation; it's a chance to grow and refine your skills.

Aprendi na minha última experiência pelo Grupo Guanabara, que feedback tem que ter exemplo prático e uma sugestão de melhoria, para que não aparente ser um ataque ou possa fazer a outra pessoa ficar na defensiva. O correto seria orientar a pessoa para que ela melhore, por exemplo: "Você poderia ter agido da forma X ou da forma Y nessa situação, assim você evitaria fator A e fator B, ganhando eficiência."

Not quite clear on the critique? Don’t just nod along—ask for clarity. A simple “Can you elaborate on that?” can turn fuzzy feedback into actionable insights. It’s like adjusting your creative strategy lenses for a clearer view.

Hey there! When you get feedback, step back and look at it objectively, like you're analyzing someone else's project. It helps to detach your emotions and really focus on the feedback's merits. Think about how it aligns with your goals and if it can genuinely make your work better. This approach isn't just about staying cool—it's about seeing feedback as a tool for growth. It's like refining a masterpiece; each critique adds a new layer of insight and polish. Embrace the process, and you'll find yourself continually evolving and improving.

Ask for specific examples and open up a two way dialog. This will allow you to find truths within the feedback and also offer insights from your point of view. Sometimes feedback can be internalized and your mind might spiral. Asking for specific examples will help avoid unnecessary emotional churn; This will also help keep the two of you on the same page. Sometimes managers can be detached from the day to day tasks. Asking for specifics might also allow you an opportunity to raise flags or pain points that you or the team might be experiencing.

Pretend you’re analyzing someone else’s feedback. This mental switcheroo helps you see the bigger picture and spot areas for genuine improvement without the emotional baggage.

Feedback is the breakfast of champions. Firstly, thank the person for their feedback, regardless of whether you agree with it fully or not. Before taking any further action, identify aspects of the feedback that are constructive and can help you grow. If some feedback doesn’t resonate with you or isn’t constructive, it’s okay to disregard it. If you decide the feedback is valuable, create an action plan to address it. If the feedback came from a supervisor or mentor, check in with them later to discuss your progress and get further input. View feedback as an ongoing process. It is vital to seek out constructive criticism to continue growing.

Sketch out a plan to tackle the areas highlighted, and watch your creative strategy bloom. After all, action is where the magic happens, transforming critique into triumph.

Já utilizei de uma tabela simples para estruturar os planos de ação, você pode criar com apenas duas colunas. Separar o feedback na primeira e na segunda as hipóteses que possui para melhorar naquilo. Ex: Não consigo me organizar direito com as demandas e isso me atrasa. Hipótese 01: poderia utilizar um ranking de prioridades para saber qual dar atenção primeiro . Hipótese 02: me organizar através do tempo, exemplificando cada tarefa com o tempo que espero e após com o tempo realizado de fato, para poder calcular quanto tempo leva em cada atividade.

A simple “Thanks for the insights!” goes a long way in fostering a positive feedback loop. Plus, it shows you’re not just a creative genius but also a class act.

The proposition appears to require the recipient to suppress any/all emotion in such circumstances. Or, is the proposition restricted to "negative" emotion. Problematic either way