Famous author Ken Blanchard says, “Feedback is the breakfast of champions,” but the value of feedback is only realized if the person on the receiving end truly acknowledges what is shared. Often, business and HR leaders focus heavily on the ways in which they can effectively provide feedback to others, which is certainly an important component of performance development. However, the second part of the equation – the ability to effectively receive that feedback – is very often overlooked.
Arguably, the ability to take feedback to heart is even more difficult than the art of delivering it. Why? Because inherent in receiving feedback are several “personal” triggers that can influence how each of us perceives feedback, particularly in the workplace. And, many of us are triggered to ignore, become defensive or even anger at the hint of criticism or constructive feedback due to the way in which the person communicates or behaves when providing the feedback.