How can you tell if you’re truly open to constructive feedback?
You receive it regularly.
If you’re not hearing feedback—especially in cross-functional environments—you are missing a primary method for improving the value you create for your organization.
There are three reasons why people don’t receive feedback. Here’s how people shut down valuable input, along with practical tips to shift your response.
1. You defend, rationalize, or give excuses. Translation: You’re in denial.
Tip: When collaborative leaders receive feedback, they provide only two responses: “thank you” or “please tell me more.” That’s it. No defense. No debate. Just curiosity and gratitude.
2. You dismiss or smear the source. Thoughts like “they don’t understand my role or the pressure I’m under” are red flags of the ego.
Tip: Your energy communicates more than your words. The best response to feedback is sincere gratitude. Even if you don’t agree with their perspective, thank them for caring enough to provide feedback.
3. You make it about you. Yes, the feedback may be about you—but the moment is not about your comfort. It’s about someone else’s experience and their willingness to support your journey toward excellence.
Tip: Pause and reflect on what it took for this person to speak up. Ask yourself:
- What are they trying to improve—for themselves, for others, or for the team?
- How will my response communicate to them that I can be trusted to support the alignment we’re both seeking?
Receiving feedback isn’t just a skill—it’s a signal of maturity, humility and trustworthiness.
Are you ready?
P.S. Cross-functional alignment is essential for project success. That’s why we’re hosting our next Activation Session on the 28th of April, Empowered Decision-Making: Trusting the Expertise of Cross-Functional Colleagues.
Click HERE to register.
