The feedback does not hurt for what is said, but for what it awakens.
It can be a minimum phrase, be careful and still activates a much older system than our conversational skills: instinct.
Receiving a return that points to something to improve can feel like a threat. The alert is turned on. The body reacts, the defense appears even if the message is with the best intention.
And that does not happen because we are insecure or not very professional. It occurs because we are human.
Therefore, it is not enough to learn to give feedback. We also need to train the ability to receive it without living it as an attack.
A suggestion, a “che, I make you a return” … all that is feedback. And the more natural we will return to it, we will fear it. Naturalizing feedback as part of everyday life, not as something solemn or exceptional, is key to growing in confidence and effectiveness.
1st, understand that feedback does not have to hurt if we integrate it as a development practice; Not as an exam. It is a conversation. A bridge. A meeting space.
2nd, pause before reacting. Breathe. And ask ourselves: what can it serve this? Where is learning, even if it bothers me?
3rd, build confidence links where to give and receive feedback is a daily practice. Because feedback does not speak only of performance: he talks about the link, of growing together, even when there is discomfort.
They tell us ten valuable things and one to improve …
Which one do we remember?
That can also be trained.
And when we do, something changes: we stop defending ourselves … and we start to transform.
In my work as a coach, design meetings, aligned with the culture, moment and real concern of each team. No canned formulas. Each process is unique, like the people who inhabit it. Because authentic development is not copied or imposed: it is created, heard and lived.
Roxana Gabriela Ponzo
Disruptive coach of being · emerging facilitating
LinkedIn: Roxana Ponzo
Instagram: @roxanaponzocoach | @trainc.gr
Whatsapp: +54 9 11 6290 7692
By CEDOC