Thank the person who offered you feedback to show them you not only listened and understood, but you also accept what they've said. Acknowledge that you made a mistake, forgive yourself and decide to try things differently moving forward. Success involves learning from your setbacks, too. Growth helps you to improve, advance and achieve goals. Think of feedback as an opportunity to grow rather than criticism about your current performance. This tactic is also useful in tracking your progress for improvement. Try to listen intently to the feedback given and process it thoroughly by writing it down and using it to create goals.

You might need some time to reflect on what you heard before you can make the necessary changes. If you are unsure of where to start, ask for suggestions. Think of ways to change your behavior that might lead to better results. Try to use all forms of feedback positively. Be receptive to constructive feedback.Some opportune times to ask for feedback might be at the start of new employment and after you complete a project, give a presentation or attend or host a meeting. Ask open-ended questions from those you trust and who can accurately evaluate your work performance. If you ask for feedback, it eliminates the surprise when you receive it, so you can be more open to using the advice given to learn and improve. Related: Best Practices for Giving Constructive Feedback It's best to wait for a moment when the receiver is more open to hearing feedback and you are in the right emotional state to give it in a constructive and helpful manner. The best time to deliver feedback is not when emotions are high. Additionally, issuing timely praise reinforces positive performance. Addressing issues earlier on offers transparency and gives someone the chance to immediately put in place necessary behaviors to improve efforts moving forward. Feedback is most useful when you give it as soon as possible after a certain behavior occurs. Also, when you are specific, the conversation focuses on the exact problem or circumstance that needs addressing. Using specific, detailed examples helps the receiver to create a clear understanding of what the situation is and what behaviors they need to change or continue. Asking questions also gives you an opportunity to assess their understanding of the situation and hear their point of view. By starting the conversation with questions, you invite the other person into the discussion.

For example, you can let the person know that when they did or said something, it made you feel a certain way. The important thing is to only address how you feel or what you like or don't like and avoid speaking for others or about your opinion on what their intentions might have been.

Focus on how the behavior affected you.

It's important to avoid making comments directed at personality, intelligence or other personal identifiers and instead keep the conversation pointed at the situation needing discussion. Feedback should target behaviors and not how someone looks, thinks, who they are or what they believe.

Be aware of the result you are hoping to achieve and provide feedback from a place of genuine concern, desire to coach or guide your colleague and commitment to support and watch them grow. To keep things positive and constructive, it helps to have a good reason to give feedback.

Ask and it is given 22 processes