OPENNESS TO FEEDBACK

FEEDBACK :

Definition : Feedback is the response of the receiver of the communication, to the message.

It plays a vital role as it makes communication effective. Also, without proper feedback,
communication is considered incomplete. With feedback, a person can express his/her
feelings and perceptions to another individual regarding their behaviour and work style.

Feedback in Communication
In the process of communication, the receiver not only absorbs the message passively but
also provides a response to it. This is what we call feedback.  More importantly, it helps the
sender to understand how effective the message was.
Suppose with the feedback of the receiver, the sender realizes that the recipients
misinterpreted the message, then the sender can make efforts to refine the message and send
it again.
Next, the response can be verbal or non-verbal. It is the last step of communication. Further,
it tends to develop an understanding between the parties concerned. This helps them in
reaching a decision, which is beneficial to both parties.
Communication refers to the interchange of information or ideas between sender and
recipient. In addition, communication is said to be effective only when the recipient interprets
the message in the way in which the sender has intended.
For the recipient, it is essential that he gets the message correctly and revert to the source
about the subject matter. The response should be about what they have understood. Such a
response from the recipient is feedback.
Providing proper feedback is considered an art that improves the sender’s relationships with
others. It ensures a two-way process.

Characteristics of Effective Feedback

 Specific:
Effective feedback is always specific and not general.
 Focuses on behaviour:
We must always refer to the actions and behaviour of the person instead of what type
of person we perceive he/she could be.
 Considers the needs of the feedback receiver:
Feedback can prove destructive when it serves personal needs only and does not
recognize the needs of the person who receives it. Feedback should be provided with
an intention to help and not to hurt others.
 Solicited:
It is useful when the recipient has framed the kind of questions that the people who
are observing can respond to.
 Meant for sharing of information:
When we share information, we let the other person decide on the basis of their goals,
needs and preferences. But when we advise people on something to them what to do.
Also, to a certain extent, we take away their freedom to make decisions based on their
own judgement.
 Well-timed:
Immediate feedback on any matter is the most useful one. There are many possible
emotional reactions involved in the reception and use of feedback.
 Amount of information the receiver can use:
When we provide more information to the receiver of the feedback than it can be used
actually, then we are not actually helping them but satisfying our own needs.

Essentials of Feedback
There must be two parties, i.e., sender and receiver.
 Acknowledgement and response of the recipient.
 Improvement in the message quality.
 Two dimensions – giving and receiving feedback.
Types of Feedback :

1. Formative Feedback: It is likely to modify the thinking or behaviour of the people

for the purpose of learning.
2. Summative Feedback: It analyses in what way people accomplish a task or attain
results for the purpose of grading.
3. Positive Feedback: An affirmative statement on a person’s past behaviour so as to
encourage such behaviour.
4. Negative Feedback: This is a corrective statement on a person’s previous behaviour
so as to stop the repetition of such behaviour.
5. Positive Feedforward: An affirmative statement on a person’s future behaviour, so
that person could work and improve his performance in future.
6. Negative Feedforward: A corrective statement on a person’s future behaviour so that
the person could stop repeating a certain behaviour in future.
The Importance of Feedback
1. Feedback keeps everyone on track.
That’s beneficial for everyone involved in any type of activities: working on a project,
preparing for an event, studying, etc.

2. Feedback helps your team avoid major mistakes.

By creating a clear and honest communication flow during any kind of teamwork, it saves
you the time of correcting someone’s work, reduces errors caused by miscommunication to a
minimum, and prevents regrets of those who feel like they failed.

3. You form better relationships.

Feedback promotes honesty and trust. It often involves criticism, which is something most
people aren’t comfortable with. But when given in the right way, it can help them evolve.

4. Constructive feedback motivates people.

A friendly approach works well here. You can not only help others see what they might be
doing wrong, but allow them to use this as a piece of advice, not judgment. Make them feel
like you believe in them and just want to help them reach the project’s goal sooner. That will
make them even more motivated to do a good job.

5. Feedback promotes personal and professional growth.

Feedback is about listening actively, taking the time to analyse, and then thinking of the best
possible solution to perform better. It provides positive criticism and allows to see what
everyone can change to improve their focus and results. It brings people together and creates
a healthy communication flow.

6. Feedback helps to create a friendly work environment.

Openness to criticism and an urge to seek feedback are the other positive effects that save you
big time. It’s not uncommon that the best ideas come from someone on the team who simply
mentions a solution to a problem or points out an issue that others haven’t noticed yet.

7. Feedback produces some business-related, direct benefits.

They are business growth, saving money, making more sales, completing projects on time,
and other positive changes in finance, relationships with customers, and company’s market
positions.
Effectiveness of Feedback in the Workplace
Feedback is most effective when it is:
1. Timely
2. Perceived to be relevant
3. Meaningful
4. Encouraging
5. Offers suggestions for improvement

Feedback is ineffective when it is:

 Unspecific
 Assuming an understanding that the students do not have
 Discouraging
 Too generalised
ACCEPTING NEGATIVE FEEDBACK :
Feedback is a key driver of performance and north star when it comes to leadership
effectiveness. Negative feedback in particular can be extremely valuable because it allows
you to track your performance and make calculated adjustments that may result in positive
feedback or positive reviews in the future. 
According to Harvard Business Review, leaders that prioritize asking for critical or negative
feedback are seen as more effective by their superiors, employers, and peers whereas those
who seek primarily positive feedback are ranked much lower in effectiveness.

How to respond to negative feedback

1. Don’t rush to react, be an active listener

The most important part of addressing negative feedback is to actively listen before you
engage in conversation. Before you can engage in a positive conversation you have to step
back and make sure that you’re taking the time to fully understand what’s being said. It can
be difficult to understand someone else’s perspective, especially if you don’t agree with what
they’re saying. When you take the time to explore the bigger picture, it helps you gain a
better understanding of the scenario so you can view the feedback through the proper lens.
It can be extremely difficult to provide someone with negative feedback so it’s important to
be patient and understanding until they have finished voicing their concerns. Before you can
respond to negative feedback, you have to actively listen and engage intently in the
conversation. 
2. Be appreciative, thank the other person for their feedback 
This step may be difficult for some, especially if you’ve just received negative feedback but
regardless, it’s extremely important to have a positive impact and say thank you. After you’ve
finished actively listening, take the time to look the person in the eye and thank them for
sharing their thoughts. Be confident and genuine in your approach. Let them know that you
really appreciate them taking the time to provide you with concrete facts, even if it wasn’t
positive feedback.
Thanking your co-worker or manager for reviewing your performance and providing you
with feedback doesn’t mean you have to agree with the assessment, but it does exude
professionalism. If you get defensive or argue with their feedback, they may not be inclined
to share negative or positive feedback with you in the future which could be detrimental to
your career trajectory. 

3. Be genuine, apologize if it’s necessary 

If someone has taken the time to meet with you and address their concerns or if a customer
has left feedback or a bad review that negatively impacts the business owner or local
business, it’s important that you respond to these negative reviews with a sincere apology.
When you take responsibility and offer a sincere apology you can convert the person that is
posting negative feedback into a loyal customer or brand advocate that may be willing to post
a positive review or provide positive feedback in the future. 
If you’re personally receiving negative feedback from your manager, it’s equally as important
to apologize if you feel as though you’re at fault. Taking accountability for your actions
demonstrates trust and creates a sense of dependability. 

4. Summarize the feedback 

Summarizing is a very important skill for an effective communicator. A great summary will
ensure that both parties are on the same page. Summarizing the feedback that you’ve received
will make communication more efficient, while making sure highlights and action items are
identified and ready to leverage when it’s time for you to take action.  
Varying perspectives are a real possibility when two parties are communicating meaning it’s
imperative to gain a clear understanding of what your co-worker or manager is really saying
when they are providing you with feedback. An important part of thoroughly understanding
information is being able to summarize it. Use this time to sort out the facts and hammer out
the nitty-gritty details so you have what you need when it’s time to make improvements. 
5. Take action and make a positive impact 
Awareness is useless without action, and you have the power to turn any negative feedback
you receive into a learning experience that can later be translated to positive feedback.
Creating a plan that addresses the feedback you want to work on is a great way to stay on
track and remain accountable. If you can’t approach your co-worker or manager for guidance,
consider working with a career coach or seeking a mentor within your network. 
You can’t thrive if you’re not willing to take responsibility and put in the work. If you don’t
fully embrace your new journey, you won’t be successful and you won’t be in the proper
mindset that allows you to make growth a priority. As soon as you’re ready to take action,
you will be able to respond to negative reviews and make a positive impact.

6. Seek additional feedback, follow up and circle back 

Nothing says “I heard you, and I’m ready to make a change” like taking action. Working on
the areas of concern that someone has identified while providing you with negative feedback
and circling back with them to see how it’s going from their perspective is a great way to
build trust and rapport. The way you respond to negative feedback or negative reviews says a
lot about you and demonstrating perseverance is a great way to turn your negative feedback
into positive feedback. 
After you’ve summarized the feedback that you’ve received and begun to take action, you
can then begin to formulate a relationship that will allow you to proactively seek additional
feedback. If you’re working towards resolving a larger issue that may be a long-term work-
in-progress, you may want to ask additional questions or book a follow-up meeting with the
main stakeholders to discuss next steps. 

7. Receive feedback with a growth mindset 

Having a growth mindset is key, especially when it comes to embracing a new concept, or
running with constructive feedback. Having a growth mindset means that you view feedback
as a gift because you know that you can always improve and gain new skills. You aren’t
hindered by negative self-talk or the inability to embrace change because you understand the
importance of prioritizing growth—even if it means swallowing your pride and embracing
new challenges. 
Those that possess a growth mindset are much more likely to be successful when compared
to those who possess a fixed mindset because having a growth mindset means you’re in the
driver’s seat. Understanding that you have the power and ability to learn and improve on a
daily basis is an important part of resolving negative feedback and should be the key driver of
your performance. 

8. Empathize with the feedback giver

Receiving negative feedback is tough but being on the opposite end of the spectrum and
providing negative feedback is equally as hard. Nobody wants to be the bearer of bad news
and providing negative feedback can be extremely uncomfortable for both parties, including
the business owner. Empathizing with the person that is providing you with the negative
feedback and understanding that they are in a position to help you and not hinder you is
crucial.
It can be challenging to receive criticism or negative feedback from a co-worker or manager
but it’s important to remember that the benefits of receiving feedback far outweigh the bad.
When delivered effectively, receiving feedback can help you meet or even exceed the
expectations that your manager has defined for you. Acting on feedback will also help you
advance in your career, improve your skills, add tools to your toolbelt, and strengthen
working relationships within your organization. 

Seek feedback and make improvements often 

Knowing how to respond to negative feedback can be difficult, especially when you take it
personally or view it as criticism as opposed to an opportunity to prioritize growth and learn
new skills. Responding to negative feedback professionally will demonstrate to your manager
that you have what it takes to improve and be a top performer within your organization. 
Seek feedback and seek it often. The only way to prioritize growth is to constantly seek ways
in which you can improve and seeking feedback is a great starting point. Make it a habit to
check in with people in your network frequently. If you’re eager to gain specific feedback,
check in with your manager, team lead, or co-worker’s. Checking in frequently and asking
specific questions will help you get the feedback you need in micro doses. Instead of letting
any potential issues fester, you can get ahead of the curve by being proactive and making
small improvements frequently. 

IMPROVING SELF-AWARENESS :
Self-awareness is the ability to monitor your own emotions and reactions. It lets you know
your strengths, weaknesses, triggers, motivators and other characteristics. Being self-aware
means taking a deeper look at your emotions, why you feel a certain way, and how your
sentiments could turn into reactions.
Practicing self-awareness allows you to react better to situations or people who might set you
off, which is a healthy skill to cultivate – especially as a leader. When you’re aware of your
emotions and how you handle them, you’re better equipped to process and work through
them, avoiding unnecessary conflict. This will also help you set a good example for your
team and make them more comfortable approaching you with questions or concerns. Even if
you’re not where you want to be as a leader, developing self-awareness and acknowledging
areas you need to work on is the first step.

How important is self-awareness in leadership and business?

Without self-awareness, leaders can appear arrogant. If you cannot be personable, or know
when you are crossing a line, how can you lead a company?
The need for self-awareness extends to other business situations, too. Think about how
crucial self-awareness is in giving sales pitches or handling feedback, for instance; if you are
not aware of how you will react or do not have a way to prevent a negative reaction, you
could get yourself in trouble.
Self-awareness is also helpful for presentations. Many people get nervous when delivering
pitches, speeches or even notes at a meeting. Self-awareness can help. If you use too many
filler words during presentations, practice your presentation and have someone clap every
time you use a word you want to avoid. If you tend to sway or pace around while presenting,
limit your ability to move by sitting at the table with your client or using a podium.

What are self-awareness skills?

These are some important self-awareness skills:
 Empathy: When you fine-tune your self-awareness abilities, you will become more
empathetic thanks to heightened emotional intelligence.
 Adaptability: If you know how you will react, you could avoid a tough situation by
taking a walk or just taking a few deep breaths.
 Confidence: By accepting and even embracing your flaws, needs and strengths, you
will increase your ability to be vulnerable, which allows for stronger relationships in
the workplace. Maintaining confidence is key to success.
 Mindfulness: When you’re self-aware, you become more mindful of the present
moment, allowing yourself to take situations as they happen rather than dwelling on
the past or projecting into the future.
  Patience: While your immediate reaction might be to scold an employee for a
mistake or let your frustrations out on your team, self-awareness will help you
practice patience, even in the face of conflict.
 Kindness: This is achievable when you put aside your own feelings to support
another person. Even if you’re having a bad day, being self-aware and realizing your
workers are also human beings with similar struggles can help you be more
sympathetic.

Tips for becoming more self-aware

1. Keep an open mind. When you are able to regulate your own emotional world, you
can be more attuned to others’ emotions. To be a successful leader, you need to be
curious about new people and all they have to offer. This shows that you can be a
team player and don’t need to be Number One all the time. The more open you are to
others, the more creative an entrepreneur you will become.
2. Be mindful of your strengths and weaknesses. Self-aware individuals know their
strengths and weaknesses and can work from that space. Being mindful of this means
knowing when to reach out for assistance and when you can handle a situation on
your own.
3. Stay focused. An important part of being a leader is making connections, but you
can’t do that if you’re distracted. Train yourself to focus for long periods of time
without getting sucked into social media, emails or other small distractions to improve
your productivity.
4. Set boundaries. A leader needs to put strong limits in place. Be warm toward others,
but say no when it’s needed. Be serious about your work and your passions, and keep
your boundaries firm to maintain the integrity of your goals and the work you put into
them.
5. Know your emotional triggers. Self-aware individuals can identify their emotions as
they are happening. Don’t repress your emotions or deny their causes; instead, bend
and flex with them, and fully process them before communicating with others.
 6. Embrace your intuition. Successful people learn to trust their instincts in decision-
making and take the risks associated with those choices. Your instincts are based on
the survival of the fittest and the need to succeed. They will tell you what to do next,
so learn to trust your intuition.
7. Practice self-discipline. Good leaders tend to be disciplined in every area of their
lives. This trait provides them with the enduring focus necessary for strong leadership.
8. Consider how your actions affect others. We often act without thinking first,
focusing only on our own needs. While self-awareness requires acknowledging your
emotions, you must also identify how you handle those feelings and how any
subsequent actions impact those around you. Being more considerate of others will
help you navigate difficult situations.
9. Apologize when necessary. Mistakes happen, but self-awareness will help you
recognize when your slip-ups require apologies. Maybe you lashed out at your staff,
or perhaps you’ve been difficult to reach lately. Whatever your mistake was, saying
you’re sorry (and meaning it) and then changing your behaviour is the best way to
move forward.
10. Ask for feedback. While being self-aware means understanding yourself without
input from others, it takes courage (and self-awareness) to ask for honest employee
feedback. Doing this acknowledges your natural biases toward yourself (which we all
have), and helps you gain a more objective view.

CRITICISM
The expression of disapproval of someone or something on the basis of perceived faults or
mistakes. It is the construction of a judgement about the negative qualities of someone or
something. Criticism can range from impromptu comments to a written detailed
response. Criticism falls into several overlapping types including "theoretical, practical,
impressionistic, affective, prescriptive, or descriptive.
Types of Criticism :
1) Aesthetic criticism : Aesthetic criticism is a part of aesthetics concerned with critically
judging beauty and ugliness, tastefulness and tastelessness, style and fashion, meaning
and quality of design. Most parts of human life have an aesthetic dimension, which means
there is plenty potential for criticism. Often architecture criticism is considered the
highest form of aesthetic criticism, because architecture combines art, science and
technology to build a pleasing home environment, a "living space" that people must
inhabit every day, more or less permanently.
2) Logical criticism : Logical criticism is rooted in the basic cognitive principles that guide
the behaviour of humans and other sentient organisms: stimulus identification,
stimulus distinction, and stimulus generalization. The Greek philosopher Aristotle stated
the most basic building blocks of logic as the law of identity, the law of non-
contradiction and the law of the excluded middle. These are basic conditions for making
meaningful sense, and for non-arbitrary representation. It is an objection is raised about
an idea, argument, action or situation on the ground that it does not make rational sense
3) Factual criticism : Factual criticism is generally considered important to ensure the
consistency, authenticity and predictability of behaviour of any kind. Without the
presence of the relevant consistency, authenticity and predictability, one cannot make
appropriate sense of behaviour, which becomes disorienting and creates confusion, and
therefore cannot guide behavioural choices effectively.
4) Positive criticism : Positive criticism draws attention to a good or positive aspect of
something that is being ignored or disregarded. People may be able to see only the
negative side of something, so that it becomes necessary to highlight the positive side. A
positive criticism may also be a type of self-justification or self-defence.
5) Negative criticism : Negative criticism means voicing an objection to something, only
with the purpose of showing that it is wrong, false, mistaken, nonsensical, objectionable,
or disreputable. Generally, it suggests disapproval of something, or disagreement with
something. It emphasizes the downsides of something. Negative criticism is also often
interpreted as an attack against a person. That may not have been the intention, but it can
be interpreted that way.
6) Constructive criticism : Constructive criticism aims to show that an intent or purpose of
something is better served by an alternative approach. In this case, making the criticism is
not necessarily deemed wrong, and its purpose is respected; rather, it is claimed that the
same goal could be better achieved via a different route. Constructive criticisms are often
suggestions for improvement, how things could be done better or more acceptably. They
draw attention to how an identified problem could be solved, or how it could be solved
better. Constructive criticism is more likely accepted if the criticism is timely, clear,
specific, detailed and actionable.
7) Practical criticism : Practical criticism is an objection or appraisal of the type, that
something "does or does not work" in practical reality, due to some reason or cause. The
focus is on useful effect. Often people say, "That might be fine in theory, but in practice it
does not work." Inversely, they might show with experiment that something works well in
practice, even although the theory says this is not possible, so that the theory ought to be
adjusted.
8) Scientific criticism : Scientific criticism is not primarily concerned with moral values,
but more with quantitative or categorical values. It focuses on whether an idea can be
proven true or false, or what the limits of its valid application are, quite irrespective of
whether people like that or not, or what the moral implications are. For this purpose, the
scientist employs logic and relevant evidence offered by experience, as well as
experimentation, and gives attention to the intent and purpose of relevant activity.
9) Religious criticism : Religious criticism is primarily concerned with judging actions and
ideas according to whether God would regard them as good or bad for human beings
normally a religion has some sacred or holy texts, which serve as an authoritative guide to
interpreting actions and ideas as either good or bad. From these, religious authorities
derive norms for how people ought to live and act in the world.
10) Self-criticism : Self-criticism refers to the ability to appraise the pros and cons of one's
own beliefs, thoughts, actions, behaviour or results, especially from the point of view of
how others might regard them. The self-criticism might occur in private, or it might
happen in a group discussion. Sometimes the self-criticism is aired publicly, specifically
to show people that a person or group no longer believes in something which it formerly
done. The self-criticism remains a hidden secret behind closed doors.

Tips for Handling Criticism

1. Relax and Listen

The first step is to keep calm and listen carefully to what the other person is saying. This is
the only way to decide if the criticism is fair or just destructive; if there is some truth in it and
how to respond. Some people fail to listen and jump to conclusions, whereas the criticism
really might not be as bad as you otherwise think when you do not listen.

2. Respond to the Content, not the Tone

Only consider what is being said. Try to ignore the tone, if it is aggressive or sarcastic, for
instance. Separate the issue from the emotional elements. In other words, there is no point in
you getting stressed even if the critic is.

3. Don’t Respond Immediately

Take time to think, if needed, to avoid saying something you might regret. In most situations,
we have the time to consider the criticism, especially when we work with colleagues, we see
every day.
The old adage that we should sleep on it, meaning take a day to consider it, is always an
extremely good idea when it comes to handling criticism.
4. Ask the Critic Questions to Better Understand

As we mentioned before concerning the negative inquiry technique, delve into the criticism
by asking questions to the critic so that you can better understand the validity or not of the
points made. This is particularly useful if you think that beneath it all there might be
some useful feedback to be had.

5. Decide if the Criticism is Valid

Not all criticism is valid. Some remarks are done only to hurt the other person. In any case,
the criticism is just somebody’s opinion.

6. Stick to the Issue

Don’t take it personally as an attack on you as a whole, and don’t attack others on a personal
level either. Stick to the facts.

How to give and take constructive criticism

What is constructive criticism?
Constructive criticism is a feedback method that offers specific, actionable recommendations.
Good constructive feedback facilitates positive outcomes and creates a positive working
environment. It also provides a safe space where a person feels secure enough to ask
questions, seek help, and share ideas.

Benefits of constructive criticism

Unlike deconstructive or negative criticism, constructive criticism builds trust and provides
an opportunity for both parties to grow. Two key elements of constructive criticism’s success
are context and actionable advice. 
This kind of feedback gives the recipient context around their areas of improvement, which is
crucial for understanding why the feedback is being offered.
Supporting the additional context with actionable steps and suggestions for how to
improve build trust between both parties. This combination also opens the door to
conversation, collaboration, and professional development.
How to give constructive feedback
1. Offer a "feedback sandwich"
This popular method of giving constructive criticism is often used in Toastmasters and the
corporate environment. 
The “feedback sandwich” got its name because of its structure. You wedge your criticism
between an opening and an ending (like a burger wedged between two buns) using the PIP
analogy, which stands for Positive-Improvement-Positive.

2. Be specific with your feedback

The more specific and detailed your feedback is, the more actionable it will be. Do not make
vague, blanket statements. Instead, list out objections or behaviour changes you want to see
in detail. This step makes it easier for the other person to address and change things.
Here is an example of vague vs. specific feedback:
 Vague Criticism: “Hi Julie, I wish you would start writing some articles on
marketing.”
 Specific criticism: “Hi Julie, I would love for you to write a marketing article on how
to identify and communicate with your target audience. Please let me know when you
start and if you need any further suggestions.”
The vague comment is very broad and confusing because marketing is a very general topic.
In contrast, the specific comment provides clarity and makes the task more actionable
because it is so precise. 
Using this approach provides employees and peers clarity. The better they understand the
request, the less uncertain or anxious they will feel about the job and how they should
complete it.

3. Give recommendations for ways to improve

The main reason for giving feedback is to help the person improve. Remember, good
feedback is a gift! 
Giving recommendations on what the person can do to improve has a range of benefits,
including the following:
 A better understanding of you and your expectations
 The ability to align on expectations
 It provides a powerful call to action, giving the receiver a plan of action 

4. Avoid making assumptions

Give recommendations only when you know the facts about that specific topic or person.
Avoid any temptation to jump to conclusions and observe instead. 
Wrong assumptions can come across as personal attacks, and they can cause distress in the
workplace.

10 tips for giving constructive criticism

1. Focus on observable actions or behaviours rather than identity, personality, or

motivations.
2. Consider giving real-time criticism. Feedback is more effective when given
promptly and while the events are still fresh in everyone’s minds. You don’t always
have to wait for your next one-on-one meeting or 360-review cycle.
3. Keep timing in mind. If you or the recipient is coming out of a heated discussion, for
instance, wait until the dust settles to keep the conversation constructive.
4. Be mindful of emotions. It is beneficial to give feedback when the other person is
ready to hear it. Avoid offering feedback when the person is not able to hear
potentially unpleasant news.
5. Avoid workplace gossip. Workplace gossip is detrimental to everyone. It erodes trust
at all levels. Keep all feedback between yourself and the recipient, and ensure that
they are the first to know.
6. Focus on the situation, not the person. Good constructive criticism should focus on
the behaviour you want to see more of rather than what you observed and did not like.
7. Use the “l” language technique (I think, I suggest, etc.). This tactic helps the
feedback recipient understand that the criticism is about the situation and not about
them as a person. It also confirms your point of view and lets the recipient know how
you see the situation.
8. Focus more on objective points rather than subjective opinions. Rather than saying
“I don’t like it,” state the specific things you do not like (e.g., the purple lettering on a
yellow background made my eyes hurt).
 9. Break your feedback down into key points or themes for better clarity before
sharing it point by point. Refrain from giving your feedback in one big chunk. 
10. Give specific examples for each feedback point. Point out one or two exact situations
where the person has displayed the behaviours you want them to change. This helps to
(a) illustrate what you mean and (b) raise the person’s awareness of behavioural
patterns that they may not realize.

OVERCOMING THE SHORTFALLS :

Life is full of its ups and downs. One day, you may feel like you have it all figured out. Then,
in a moment’s notice, you’ve been thrown a curve ball. You’re not alone in these feelings.
Everyone has to face their own set of challenges. Learning how to overcome challenges will
help you stay centred and remain calm under pressure.
Everyone has their own preferences for how to face a challenge in life. However, there are a
few good tips and tricks to follow when the going gets tough. 

10 Ways to Overcome Challenges in Life

1. Make A Plan
While you don’t know what is going to happen in the future, you can always plan ahead.
Look at the patterns in your life and see what challenges you’ve struggled with. Assess the
optimal outcomes and make a plan for how you can achieve them.
If you work somewhere and can anticipate the types of challenges you may face, then you
can plan ahead. This is the same for students in school. If a challenge is time management,
then you can learn and plan for calendar management, for example.

2. Know You’re Not Alone

Every person in this world has their low points. Some may handle or even hide it better than
others. But the truth is, whatever you are going through, there are others who have been
through it too. You’re not alone. Try to reach out to your community and network. Speak
your feelings and express your concerns in all settings of your life.

3. Ask for Help

You’re not alone, so you can find help. There’s no need to feel ashamed for asking for help.
Whether you choose to rely on a loved one, a stranger, a mentor, or a friend, there are people
who want to help you succeed.

4. Feel Your Feelings

By masking your feelings, they are not going to go away. Rather, feelings become trapped
energy and can even have negative health consequences when they are ignored. Take some
time to feel what you feel. This could come in the form of meditation. Or, if you’d rather
write down what you feel, writing can be a therapeutic and cathartic experience.
When you feel and share your feelings, you may also be able to see your situation in a new
light. This exercise could lead you to come up with novel solutions and overcome any
challenge at hand.

5. Accept Support
Asking for help is only one side of the coin. On the other side of the coin, you have to be
open and willing to accept support. People who come to your aid truly do care about you. Be
open to receiving help when you need it.

6. Help Others
The old adage goes, “What you give is what you get.” If you’ve been through a situation or
have advice for someone you know who is going through a tough time, be sure to help out!
Helping others not only benefits them, but it can also help you feel happier yourself.
7. Think Big
It can be easy to let yourself think small because of the fear of failure, or even the fear of
making a decision. But, to accomplish great things in life, you have to be open to taking risks.
With whatever challenges may arise, always think and dream big. That way, you will achieve
more than you could have ever imagined. Try not to let your thoughts get in your own way.

8. Positive Mindset
What you think becomes your reality. Train your mind to think positively. This will take both
time and practice. It begins with mental awareness. You can practice awareness
through mindfulness techniques and meditation. When you get good at acknowledging your
thoughts and letting them pass, you can stop negative thoughts in their tracks.

9. Don’t Give Up
When a challenge arises, be it a big test in school or an upcoming running race, don’t give
up! Persistence is a huge key to overcoming challenges. Giving up means that you will
neither overcome the challenge nor learn from it. Power through challenges by asking for
support, feeling your feelings, and making a plan to work through it.

10. Work Smart, Not Hard

Generally, there is more than one way to get something done. However, there’s always just
one optimal way or best way of doing it. To work smarter rather than harder, start by working
backward. Outline and define your goal. Then, plan the process for how to get there.
Perform research to see how others who have come before you have done it. Take count of
your own skills and ideas for how you may be able to do it better. Then, stick to your path
and get to work!

A 4-Step Method for Overcoming Challenges

1. Accept and Let Go: Accept where you are now and what you have. This is your life,
at this time. While it’s temporary, accepting it will help you to let go of stress,
anxiety, and fear. Meditation is one of the best ways to learn and practice acceptance.
2. Observe and Decide: When you face a particular challenge, take a step away from
your feelings to make a plan. While it’s important to still feel your feelings, when
deciding how to act, you want to be objective as possible.
3. Face Fears and Act: Taking action is one of the biggest steps in overcoming
challenges. It’s likely that a big part of whatever you’re facing feels like a challenge
because you have an underlying fear. Try to recognize and define what you fear in the
situation. Then, you can act to mitigate that fear.
4. Practice Gratitude: Ultimately, we tend to exist in our comfort zones. So, when
something new happens or is presented, we may feel like it’s hard to deal with. By
practicing gratitude, you can reframe your definition of a challenge. You will also be
happier overall in your present moment.