As an HR Business Partner, I'll be honest — critical feedback has never been easy. That brief pause, the instinct to explain, the quiet urge to defend is human, yet over time I've learned that these moments of discomfort are often where real growth begins.

Pause and Acknowledge

What changed for me wasn't learning how to respond perfectly — it was learning how to listen. The first thing I consciously do now is pause and acknowledge. A simple "Thank you for sharing this with me" has become my reset button. It doesn't mean agreement; it means openness.

In my role as an HRBP, I've seen how that one sentence can soften conversations, lower defenses, and create space for trust — both for me and for the people I work with.

Thank you for sharing this with me — It doesn't mean agreement; it means openness.

Lead with Curiosity

Once the noise in my head settles, curiosity takes over. I ask questions — not to challenge, but to understand, especially from leaders who view outcomes through a different lens.

"What made this stand out to you?" or "How would you have approached this differently?" These questions have often revealed perspectives I hadn't considered. Feedback becomes far more useful when it's explored, not endured.

Practice Empathy

I've also learned to practice empathy, especially when feedback stings. Instead of reacting emotionally, I try to understand the context behind it. What pressure were they under? What outcome were they accountable for?

This shift has helped me guide teams better too. Feedback isn't a verdict; it's data — and data only becomes powerful when we interpret it thoughtfully.

Key Takeaways

  • Pause and acknowledge — Create space for trust with a simple "thank you"
  • Ask curious questions — Explore feedback to understand different perspectives
  • Practice empathy — Understand the context behind the feedback
  • Focus on action — Make one or two tangible changes and track progress
  • Own your growth — Ask "What else would help me do this better?"

From Insight to Action

The real shift, though, happens when insight turns into action. I focus on one or two tangible changes, track my progress, and revisit the conversation later.

As an HRBP, I encourage the same with leaders and teams — because growth isn't about fixing everything at once, it's about intentional improvement. Asking, "What else would help me do this better?" signals ownership, not weakness.

When You Don't Agree

There are times when I don't fully agree with the feedback. That's okay. I've learned not to resist it or dismiss it outright, but to sit with it. Reflect. Decide what to take forward.

Because feedback isn't about being right or wrong — it's about becoming better.

Feedback is simply a mirror. Sometimes it shows us what we're proud of. At times, it reflects what we've been avoiding — and how we choose to face that discomfort shapes not just our careers, but the professionals and partners we become.

The Mirror

In the end, feedback is simply a mirror. Sometimes it shows us what we're proud of. At times, it reflects what we've been avoiding — and how we choose to face that discomfort shapes not just our careers, but the professionals and partners we become.

Back to Knowledge Hub