{"id":47266,"date":"2025-11-19T14:04:01","date_gmt":"2025-11-19T14:04:01","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/personal-development-leadership-professional-certificate-2\/lessons\/lesson-2-tips-for-receiving-feedback-4\/"},"modified":"2025-11-19T14:04:01","modified_gmt":"2025-11-19T14:04:01","slug":"lesson-2-tips-for-receiving-feedback-4","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/personal-development-leadership-module\/lessons\/lesson-2-tips-for-receiving-feedback-4\/","title":{"rendered":"Lesson 2 : Tips for Receiving feedback"},"content":{"rendered":"

\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Lesson 2: Self-awareness and reflection
\n<\/h2>\n

Tips Receiving feedback <\/h3>\n
\n\n\t\t\t\t\t Mind your posture and observe your body language
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
When getting negative feedback, some people don’t notice that their tone might change,
their eyes and their body language display their discomfort which subconsciously creates barriers between you and the person who’s giving you the feedback.
their eyes and their body language display their discomfort which subconsciously creates barriers between you and the person who’s giving you the feedback.
How you control your body language is very important, the feedback might not align with what you think.<\/h5>\n
You might have a different idea.
When you are receiving feedback, your body should show an eagerness to listen and learn.<\/h5>\n
This is also called active listening.
The best way to receive feedback is to lean a little forward when the person is talking to you and maintain eye contact.
This will show the person in front of you that you are taking interest in what they are saying and will show openness as well.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Know when to stop
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Sometimes, you feel like your point is very valid. And it could be.
But remember, when you work with others, it means that you are working with a completely different personality that comes from a completely different background.
Which means that their perspective might be valid in their mind exactly as your opinion is valid for you.
Explaining your point is a great thing but a better thing to do is to stop pushing back and listen and try to see things from a different perspective, that’s the key to growth.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t You’ll improve much faster.
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
If you’re getting a session about poor performance, it doesn’t mean that you’re a bad person,
it just means that you haven’t been doing well at that period for that specific task.
How can you overcome it? Focus on the improvement path for that specific area and don’t take it personally.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Don’t take it personally
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Would you approach someone who asks you for feedback about them? Most likely your answer will be of course yes! That’s the idea.
It creates an aura around you that you are a safe environment for mutual understanding and openness to ask and receive which is what you need as a leader from your team and your own leader as well.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Separate your feelings
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
A business environment, whether we like it or not, includes human beings and human beings are fueled by emotions.
You need to observe your emotions and separate them from a business feedback session.
Mastering your feelings will remove the barriers you might set within yourself on the feedback that this person dislikes me and that’s why they are mentioning that feedback.
No. Don’t let your emotions lead your growth, let your understanding and willingness to improve lead that way.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Listen
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Listening is key. Not just hearing the feedback, but listening, with the intention, to understand what went wrong.
Open your mind to the feedback and know that it’s there to help you move forward and by now, you probably understand how important it is to listen and especially having active listening.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Take notes and thank them
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
You need to show appreciation to the person who’s giving the feedback to encourage them about having these difficult discussions with you so they can be more open to doing it in a formative way.
You need this. Grab a pen and paper and write down the shortfalls, and expectations and ask for suggestions to improve.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Improve
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
The whole idea from feedback is improvement and growth. Work on the things you wrote down, give it attention, learn, and be better.
That’s the whole idea from feedback, right?<\/h5>\n<\/details>\n
When getting negative feedback, some people don’t notice that their tone might change,
their eyes and their body language display their discomfort which subconsciously creates barriers between you and the person who’s giving you the feedback.
their eyes and their body language display their discomfort which subconsciously creates barriers between you and the person who’s giving you the feedback.
How you control your body language is very important, the feedback might not align with what you think.<\/h5>\n
You might have a different idea.
When you are receiving feedback, your body should show an eagerness to listen and learn.<\/h5>\n
This is also called active listening.
The best way to receive feedback is to lean a little forward when the person is talking to you and maintain eye contact.
This will show the person in front of you that you are taking interest in what they are saying and will show openness as well.<\/h5>\n
Sometimes, you feel like your point is very valid. And it could be.
But remember, when you work with others, it means that you are working with a completely different personality that comes from a completely different background.
Which means that their perspective might be valid in their mind exactly as your opinion is valid for you.
Explaining your point is a great thing but a better thing to do is to stop pushing back and listen and try to see things from a different perspective, that’s the key to growth.<\/h5>\n
If you’re getting a session about poor performance, it doesn’t mean that you’re a bad person,
it just means that you haven’t been doing well at that period for that specific task.
How can you overcome it? Focus on the improvement path for that specific area and don’t take it personally.<\/h5>\n
Would you approach someone who asks you for feedback about them? Most likely your answer will be of course yes! That’s the idea.
It creates an aura around you that you are a safe environment for mutual understanding and openness to ask and receive which is what you need as a leader from your team and your own leader as well.<\/h5>\n
A business environment, whether we like it or not, includes human beings and human beings are fueled by emotions.
You need to observe your emotions and separate them from a business feedback session.
Mastering your feelings will remove the barriers you might set within yourself on the feedback that this person dislikes me and that’s why they are mentioning that feedback.
No. Don’t let your emotions lead your growth, let your understanding and willingness to improve lead that way.<\/h5>\n
Listening is key. Not just hearing the feedback, but listening, with the intention, to understand what went wrong.
Open your mind to the feedback and know that it’s there to help you move forward and by now, you probably understand how important it is to listen and especially having active listening.<\/h5>\n
You need to show appreciation to the person who’s giving the feedback to encourage them about having these difficult discussions with you so they can be more open to doing it in a formative way.
You need this. Grab a pen and paper and write down the shortfalls, and expectations and ask for suggestions to improve.<\/h5>\n
The whole idea from feedback is improvement and growth. Work on the things you wrote down, give it attention, learn, and be better.
That’s the whole idea from feedback, right?<\/h5>","protected":false},"comment_status":"open","ping_status":"closed","template":"","class_list":["post-47266","lesson","type-lesson","status-publish","hentry"],"yoast_head":"\nLesson 2 : Tips for Receiving feedback - Certifeka-edu<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/certifeka-edu.com\/ar\/programs\/personal-development-leadership-module\/lessons\/lesson-2-tips-for-receiving-feedback-4\/\" \/>\n<meta property=\"og:locale\" content=\"ar_AR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Lesson 2 : Tips for Receiving feedback - Certifeka-edu\" \/>\n<meta property=\"og:description\" content=\"Lesson 2: Self-awareness and reflection Tips Receiving feedback Mind your posture and observe your body language When getting negative feedback, some people don’t notice that their tone might change,their eyes and their body language display their discomfort which subconsciously creates barriers between you and the person who’s giving you the feedback.their eyes and their body […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/certifeka-edu.com\/ar\/programs\/personal-development-leadership-module\/lessons\/lesson-2-tips-for-receiving-feedback-4\/\" \/>\n<meta property=\"og:site_name\" content=\"Certifeka-edu\" \/>\n<meta property=\"og:image\" content=\"https:\/\/certifeka-edu.com\/wp-content\/uploads\/2025\/04\/logos-png-01-296x57-1.png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"\u0648\u0642\u062a \u0627\u0644\u0642\u0631\u0627\u0621\u0629 \u0627\u0644\u0645\u064f\u0642\u062f\u0651\u0631\" \/>\n\t<meta name=\"twitter:data1\" content=\"7 \u062f\u0642\u0627\u0626\u0642\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":[\"WebPage\",\"webpage\"],\"@id\":\"https:\\\/\\\/certifeka-edu.com\\\/programs\\\/personal-development-leadership-module\\\/lessons\\\/lesson-2-tips-for-receiving-feedback-4\\\/\",\"url\":\"https:\\\/\\\/certifeka-edu.com\\\/programs\\\/personal-development-leadership-module\\\/lessons\\\/lesson-2-tips-for-receiving-feedback-4\\\/\",\"name\":\"Lesson 2 : Tips for Receiving feedback - 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