Date: 6/30/2016

Title: RECEIVING FEEDBACK – Part 2

By Bryan Arzani

Our paradigms greatly influence how we receive feedback. Remember, our paradigms are the mental filters we use when presented with situations or comments. This is the point that self-awareness enters into the equation. As leaders and team members, we must be aware of the paradigm from which we are operating, as we filter (listen and critique) feedback provided to us. Since feedback is crucial to our growth (professional and personal), we must be self-aware of the effect our filters have on our ability to perceive, process, then act on the feedback.

There is no ‘good or bad’ about the paradigms. There is no ‘right or wrong’ about them.

If in the fear paradigm, a person will have trouble gaining anything from feedback. All we will hear is that we aren’t doing something correctly. Problems can’t be solved, when operating from the fear paradigm.

The duty paradigm tells us we are OK, only when doing we’re what we’re supposed to be doing. So, when receiving feedback in this paradigm, we only hear that we didn’t do what we were supposed to. We will miss opportunities to improve ourselves.

In the achievement paradigm, we will filter the feedback in a way that we can come out ahead or justify our behavior. We’ll be so busy trying to form a response that we’ll miss the opportunity to learn and get better.

Filtering from the integrity paradigm allows us to know we are OK, even when making mistakes. This frees us to view mistakes as opportunities to learn and grow. What a gift!

To learn more about how to practice this understanding, contact Results Group, LLC at www.ResultsGroupLLC.com or 515-330-2866.