Date: 6/30/2016

Title: RECEIVING FEEDBACK – Part 1

By Jennifer Erickson

There is a lot written about giving feedback. As leaders, we know it is important to give feedback to our employees. This feedback must be timely and specific. It must be delivered in a manner that is respectful, professional, and without guilt. But, what about receiving feedback?

Essential to the growth of leaders and team members is learning to receive feedback. Self-awareness plays a key role in this.

How do you react when you receive feedback? Does it depend on the topic? Does it depend on who delivers this feedback? Does it depend on your mood and what else has happened that day?

We perceive feedback through our paradigms. Paradigms are our mental filters. These are formed through our experiences and our early learning about ourselves (usually from our parents).

These mental filters cover four thoughts: fear, duty, achievement, and integrity. In the fear paradigm, we believe we aren’t OK. In the duty paradigm, we believe we are OK only when we are doing what we are ‘supposed’ to be doing. The achievement paradigm leads us to believe we are OK only if we are winning. The premise of the integrity paradigm is that we are OK, even when we make mistakes.

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