In my June 2018 editorial, I expounded on the virtues of giving constructive feedback constructively. But what if you're on the receiving end? Although feedback is a two-way street, many find it easier to give than receive. Think of performance reviews, preceptor evaluations, grades in school, presentation ratings, and professional peer review. Do these processes provoke anxiety-or do they inspire openness to new insights and potential growth opportunities? Most important, how do you react? The honest answer to that question will likely influence the trajectory of your career.
Typically, a person's first reaction after receiving feedback is to perform a silent reality check to decide if the information aligns with self-perception and is valid. If it is, there's generally no issue; the process is usually perceived as fair, unbiased, and helpful. If it's not, here's where a true test of character arises. What's the level of readiness to have a constructive conversation about the nature of the feedback as well as any associated personal or professional growth opportunities? Is an angry discourse likely to follow, challenging the fairness of the review and maybe even the motivations of the evaluator?
This editorial is about constructive feedback, not mean-spirited mud-slinging. With that said, it's always best to assume good intentions. Remember that not everyone who provides feedback will do it well and not all advice will be on target. Respectful, active listening is still important in any event. I once had a senior clinical nurse tell me that leaders shouldn't have long hair because they won't be taken seriously. I thanked her for her feedback, but didn't run out and have my hair cut. That was 25 years ago. My hair's still long, by the way.
In any feedback situation, ask open-ended questions in a matter-of-fact, nonjudgmental, and nondefensive way. Solicit examples of situations or behaviors that contributed to the evaluator's perceptions. Carefully consider what's being communicated. Perhaps blind spots do exist that, if corrected, will unlock new potential. Acknowledge them. Or maybe the evaluator hasn't had ample opportunity to observe the desired action or attribute. Inquire about how to best demonstrate progress toward identified performance goals to assure success.
Feedback is a gift. Do your best to keep an open mind and receive it graciously.
Until next time,
LINDA LASKOWSKI-JONES, MS, APRN, ACNS-BC, CEN, FAWM, FAAN
EDITOR-IN-CHIEF, NURSING2018 VICE PRESIDENT: EMERGENCY & TRAUMA SERVICES CHRISTIANA CARE HEALTH SYSTEM, WILMINGTON, DEL.