Whether you are the Association President, Exalted Ruler, Trustee, Member or Officer of the Grand Lodge, receiving feedback is vital at every level of our organization. Feedback helps drive a culture of continuous improvement in our roles and in the work we produce.
Feedback propels people’s growth and development. Regular and direct feedback from supervisors and peers helps you understand how you’re doing, what you’re doing well, and how you can grow your skills or reach the next level in your career.
Feedback drives Our success. Committees and Local Lodges thrive by listening to feedback from others on what they need to be successful. To create the best solutions, we must also consider direct feedback from the community or indirect feedback from data on the community behaviors.
Receiving feedback can be hard because your brain perceives it as a threat. That’s why feeling a little nervous, anxious, or tense when receiving feedback from others is natural. You can deal with that by reminding yourself that your “fight or flight” response to feedback likely isn’t rooted in reality. Then, make a conscious decision to embrace feedback as an opportunity rather than a threat.
Listen
The first step is to listen. Avoid jumping to conclusions or showing negative emotion. Instead, try to be present and just listen to what the other person has to say. Give the other person your full attention. Don’t interrupt.
Reflect
Next, it’s time to reflect. Assume that the feedback is valid and try to understand it—don’t try to disprove or dispute it. This is a good stage to ask non-combative, clarifying questions. For example, you might ask the other person to share a specific example, expand on their feedback, or explain their reasoning. Be careful to maintain a neutral tone when asking these questions. Be genuinely curious.
Respond
Now that you’ve taken the time to listen and understand the feedback, the third step is to respond. Always thank the other person for sharing. They’re trying to be helpful, and they’re taking a risk by being open and honest with you. Even if you don’t agree with the feedback, you can appreciate the good intentions behind it.
Then, you can either voice your disagreement or discuss the next steps.
If you disagree. Respectfully tell the other person that you disagree with their feedback. Present your point of view for consideration and continue to negotiate until you reach consensus.
If you agree. Or, if you agree with the feedback, discuss an action plan, and commit to making specific changes for improvement.
Act
Finally, you’ll only benefit from the feedback that you act on. So, make the change. Apply what you’ve learned. Evolve your skills or adapt your approach. Make a conscious effort to implement the feedback and make any necessary updates or adjustments.
The people who receive the most valuable feedback are those who actively seek and ask for it—not those who wait around to see if others volunteer it. Feedback helps you grow, so why not ask for more of it?
When it comes to seeking feedback from others, keep it simple. Know what kind of feedback you want to possible. Finally, simply ask for an example if you find the other person’s feedback confusing or too general.
Receiving feedback is an opportunity to gain self-awareness, improve, and grow. Your Lodge and community want to see you succeed, and giving feedback is their way of being helpful—not hurtful. Remember the following key takeaways as you’re receiving and responding to feedback:
- Approach feedback as a valuable gift and opportunity for growth. Don’t interpret feedback as an attack on your character or abilities. Feedback does not equal failure.
- Practice all four steps of receiving feedback—listen, reflect, respond, and then act. Don’t skip steps or rearrange their order.
- Ask targeted, non-combative questions to better understand feedback or elicit more actionable suggestions from the other party.
- Be receptive and remain open to feedback. Thank the other person for sharing. Don’t be defensive or otherwise react negatively.
Feedback is a gift. You can graciously accept it, but you don’t have to keep it.
