Learn, Do Not Copy!

Learning from feedback

This page is designed to answer the following questions:

NOTE: Although this page has been marked as complete, it has not yet been peer-reviewed or quality-assured, therefore it should be considered a ‘first draft‘ and any information should be fact-checked independently.

For this assessment criterion, you will be required to reflect on how you respond to feedback from a range of sources. This should include a positive attitude towards change and a willingness to review your own behaviours and attitudes.

As a manager, you will want to gather feedback from a variety of sources. This will include your managers, the owners of your organisation, your peers, members of your team, service users, service user’s family and carers and other healthcare professionals and agencies. This method of obtaining the perspectives of a wide range of individuals is known as 360-degree feedback.

When you receive feedback you should ensure that you respond to it in a positive way and use it as an opportunity to learn and improve, rather than treating it as a personal attack. Handling constructive criticism in a negative way can affect both your work and your working relationships.

You should reflect on times that you have received both positive and negative feedback and consider how it made you feel and what actions you took in response to it.

For example, feedback from your staff team may have indicated that when you are busy, you can sometimes be irritable and they do not feel comfortable approaching you with issues or reporting concerns. Although this may have initially shocked you (as you consider yourself to be very approachable) you had the self-awareness to acknowledge and regulate these feelings before using the feedback as a way to develop and taking positive actions to become more approachable by your team, even when you’re busy.

This positive attitude should extend to times when there are changes within your organisation. Change is an ongoing process as individuals and organisations grow and develop. It can lead to feelings of anxiety due to the uncertainties and doubt it creates, however, it is a necessary part of continuous improvement. A negative approach to change leads to resistance, which can stifle change management plans. By having a positive attitude to change, you can inspire others and help them to embrace change themselves.

As well as providing you with an opportunity to improve your practice, your positive response to feedback will also be noticed by others, including your team members. By role-modelling how to receive feedback positively, it is more likely that your team will emulate this behaviour when you provide feedback to them during supervision, appraisal or, as a group, during team meetings. This helps to support a culture that is open and values continual learning and development.

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