The Art of Receiving Constructive Feedback: Grow, Learn, and Thrive

Man listening
Man listening. Image by OpenClipart-Vectors from Pixabay

Constructive feedback is an essential part of personal and professional growth, yet receiving it can feel challenging. Whether it’s a performance review at work, a critique on a creative project, or input from a trusted friend, feedback often stirs up emotions like discomfort, defensiveness, or even self-doubt. But what if we could reframe feedback as an opportunity to grow rather than something to fear?

Learning to receive constructive feedback gracefully is a skill that can unlock your potential, build stronger relationships, and help you achieve your goals. This guide will show you how to embrace feedback, even when it’s hard to hear, and use it to fuel your personal and professional development. We’ll explore practical strategies, common pitfalls to avoid, and actionable steps for turning feedback into your superpower.

By the end of this article, you’ll have the tools to approach feedback with confidence and transform it into a roadmap for success. Let’s dive in!

What Is Constructive Feedback?

Constructive feedback is guidance provided to help you improve. Unlike criticism that focuses only on what’s wrong, constructive feedback highlights areas for growth while offering actionable suggestions. It often involves a mix of positive reinforcement and targeted advice.

For example:

  • Unconstructive: “Your report is poorly written.”
  • Constructive: “Your report has strong points, but the conclusion could be clearer. Try summarizing your key findings in a few sentences.”

Constructive feedback is grounded in the intention to help, making it an essential tool for learning and development.

Pros and Cons of Constructive Feedback

Pros:

  1. Encourages Growth: It highlights areas for improvement, helping you enhance your skills.
  2. Builds Self-Awareness: Feedback increases your understanding of how others perceive your actions.
  3. Strengthens Relationships: Engaging openly with feedback fosters trust and communication.
  4. Drives Better Results: Acting on constructive criticism can lead to higher-quality work.
  5. Boosts Confidence: Positive reinforcement included in feedback validates your efforts.

Cons:

  1. Emotional Discomfort: Receiving feedback can feel challenging or personal.
  2. Miscommunication: Poorly delivered feedback may seem vague or overly critical.
  3. Overreliance: Excessive feedback might reduce self-reliance and decision-making.
  4. Bias Risks: Feedback may sometimes reflect personal bias rather than objective insight.
  5. Overwhelming: Receiving too much feedback at once can hinder focus and productivity.

Why Constructive Feedback Matters

Promotes Personal Development: Constructive feedback provides insights into your behavior, habits, and skills that you might overlook. It’s a mirror reflecting how your actions align with your goals.

Enhances Performance: Feedback equips you with actionable steps to refine your approach, leading to continuous improvement in work and life.

Builds Resilience: Learning to embrace feedback helps you develop a growth mindset, fostering adaptability in the face of challenges.

Mastering the Art of Receiving Constructive Feedback

Receiving constructive feedback is a skill that requires self-awareness, patience, and a willingness to grow. While it’s natural to feel defensive or uncertain when someone critiques your work or behavior, learning how to accept feedback graciously can transform these moments into stepping stones for success.

Shift Your Perspective

Start by reframing feedback as an opportunity rather than a threat. Recognize that constructive feedback is not an attack on your character but a tool for improvement.

Example: Instead of thinking, “They don’t like my presentation,” try reframing it as, “This advice can help me deliver even better presentations in the future.”

Listen Actively

When someone gives you feedback, focus entirely on what they are saying. Avoid interrupting or planning your response while they’re speaking. Show genuine interest in their perspective.

  • Example:
    • Scenario: Your manager says, “Your emails are informative, but they’re sometimes too lengthy for quick decision-making.”
    • Response: “Thank you for pointing that out. Could you share an example so I can understand where I can improve?”

Avoid Defensive Reactions

It’s common to feel the urge to justify your actions or dismiss the feedback. Instead, take a deep breath, and remind yourself that feedback is a chance to grow.

  • Example:
    • Ineffective Response: “I only write long emails because no one else provides enough detail!”
    • Effective Response: “I hadn’t realized my emails were too lengthy. Thank you for bringing this to my attention. I’ll work on being more concise.”

Seek Specificity

Sometimes feedback can feel vague or unclear. Don’t hesitate to ask for specific examples or suggestions to better understand the issue.

  • Example:
    • Vague Feedback: “You could be more organized.”
    • Clarifying Question: “Could you give me an example of when my organization could have been better? That would help me address it more effectively.”

Manage Your Emotions

It’s natural to feel vulnerable or uncomfortable when receiving feedback, but letting emotions take over can prevent you from benefiting from the advice. Practice staying calm and composed.

Example: Instead of reacting with frustration to a critique like, “Your slides didn’t engage the audience,” take a pause and respond with, “I see. What specific changes could make them more engaging next time?”

Show Gratitude

Thanking the person providing feedback shows maturity and a willingness to learn. It also encourages them to share honest input in the future.

  • Example:
    • Feedback: “Your reports are great, but including a visual summary could make them even better.”
    • Response: “I appreciate you taking the time to share that suggestion. I’ll explore adding visuals to my next report.”

Summarize What You Heard

Restating the feedback in your own words ensures you understand it correctly and demonstrates your commitment to addressing the issue.

  • Example:
    • Feedback: “Your tone in meetings can come across as rushed.”
    • Response: “So you’re saying I could slow down and speak more calmly during meetings. Is that correct?”

Ask for Suggestions

Constructive feedback often includes advice, but if it doesn’t, seek suggestions on how to improve. This shows initiative and a desire to take action.

  • Example:
    • Feedback: “Your project is good, but it feels a bit disorganized.”
    • Question: “What steps do you recommend to improve its structure?”

Reflect Before Responding

Sometimes, feedback might sting or seem unfair in the moment. Allow yourself time to process it before reacting. Reflection can help you respond more thoughtfully.

Example: If a peer says, “You don’t delegate enough,” take time to consider their perspective instead of immediately replying with, “I don’t have anyone to delegate to!”

Act on the Feedback

The most important step is to apply what you’ve learned. Following through shows that you value the feedback and are committed to growth.

Example: After receiving feedback that your presentations lack energy, you could take a public speaking class or practice adding more enthusiasm during your next presentation.

Follow Up on Progress

After acting on feedback, circle back to the person who gave it to show them you’ve made an effort and ask if they notice any improvement.

  • Example:
    • Feedback: “You tend to dominate team discussions.”
    • Follow-Up: “I’ve been working on speaking less and listening more in meetings. Have you noticed any changes?”

Use Feedback to Set Goals

Treat feedback as a roadmap for your development. Break it down into actionable goals that are specific and achievable.

Example: Feedback about your time management might inspire a goal like, “Complete daily task lists by prioritizing top three tasks each morning.”

A Practical Dialogue in Action

Let’s tie this together with an example dialogue:

Manager: “Your quarterly report is thorough, but it takes too long to present in meetings. I think it could benefit from a shorter summary at the beginning.”

You: “Thank you for pointing that out. I see how a summary could make it easier for everyone to follow. Could you share an example of what the summary might include?”

Manager: “Sure. A quick bullet list of key metrics and insights would work well.”

You: “Got it! I’ll include a summary in the next report and test it out. I’ll also appreciate any feedback after the next presentation.”

By embracing feedback with openness, gratitude, and a proactive attitude, you can build stronger relationships and accelerate your personal and professional growth.

How NOT to Receive Constructive Feedback

Knowing what to avoid when receiving constructive feedback is just as important as knowing what to do. Missteps in these situations can damage relationships, reduce your credibility, and prevent you from benefiting from the feedback. Below are common mistakes, along with examples of what not to do and how to avoid these pitfalls.

Reacting Defensively

One of the most common mistakes is responding to feedback with defensiveness or excuses. This creates tension and shuts down meaningful communication.

  • Example:
    • Feedback: “Your report was detailed, but it missed the key metrics we needed.”
    • Response: “That’s because no one told me what you wanted! It’s not my fault!”
  • Why It’s Wrong: This response shifts blame and makes the conversation unproductive.
  • Better Approach:
  • “Thank you for the feedback. I see how including those metrics would make it stronger. I’ll confirm expectations next time to ensure it meets your needs.”

Interrupting or Talking Over the Feedback Giver

Cutting off someone who is giving feedback shows disrespect and prevents you from fully understanding their message.

  • Example:
    • Feedback: “Your presentation was informative, but it could have used more visuals.”
    • Response (interruption): “I didn’t have time to add visuals because I was too busy!”
  • Why It’s Wrong: Interrupting signals you’re not interested in hearing their input and derails the conversation.
  • Better Approach: Let them finish their thoughts before responding with, “I understand. I’ll work on adding visuals to future presentations.”

Ignoring the Feedback

Another mistake is to nod along without genuinely listening or taking action, which wastes the opportunity for growth.

  • Example:
    • Feedback: “You could improve your email communication by being more concise.”
    • Response: “Okay, sure.” (but makes no changes afterward).
  • Why It’s Wrong: Ignoring feedback shows a lack of accountability and a disregard for improvement.
  • Better Approach: “Thanks for letting me know. I’ll work on shorter, more focused emails and welcome your feedback on my next one.”

Arguing with the Feedback

Debating the validity of the feedback puts the giver on the defensive and creates conflict.

  • Example:
    • Feedback: “You come across as abrupt in team meetings.”
    • Response: “That’s not true! I just speak directly because I don’t like wasting time.”
  • Why It’s Wrong: Arguing dismisses the other person’s perspective and can harm relationships.
  • Better Approach: “I wasn’t aware I came across that way. I’ll pay more attention to my tone in future meetings. Thank you for pointing it out.”

Taking It Personally

When feedback is taken as an attack, it can lead to unnecessary hurt feelings or overreactions.

  • Example:
    • Feedback: “Your project plan is solid, but it’s missing a clear timeline.”
    • Response: “So, you’re saying I don’t know how to plan?!”
  • Why It’s Wrong: Personalizing feedback distracts from its constructive purpose.
  • Better Approach: “I see your point about the timeline. Adding one would make the plan more actionable.”

Overanalyzing Minor Feedback

Obsessing over small critiques can waste time and cause unnecessary stress.

  • Example:
    • Feedback: “Your email formatting could use some improvement.”
    • Response: “Does this mean you think all my emails are terrible? Should I completely change my writing style?”
  • Why It’s Wrong: Overanalyzing magnifies minor issues and creates unnecessary anxiety.
  • Better Approach: “Thanks for the tip. I’ll review the formatting in my next emails to make them more professional.”

Complaining About the Feedback Giver

Criticizing the person giving feedback or questioning their motives can make you seem unprofessional.

  • Example:
    • Feedback: “Your code needs better commenting for readability.”
    • Response (to others): “They’re always nitpicking. My code works fine without comments!”
  • Why It’s Wrong: Gossiping or complaining damages trust and your reputation.
  • Better Approach: “Thanks for the suggestion. I’ll add comments to make my code easier for others to understand.”

Overcomplicating the Solution

Sometimes, people overreact to feedback by trying to fix everything at once, which can be overwhelming and counterproductive.

  • Example:
    • Feedback: “Your slides need better visuals.”
    • Response: “I’m going to completely redesign the slides, change the template, and add a dozen new graphics.”
  • Why It’s Wrong: Overcomplicating the response wastes time and may not address the actual issue.
  • Better Approach: “I’ll add a few relevant visuals to enhance clarity for the next presentation.”

Dwelling on Negative Feedback

Focusing excessively on criticism can erode confidence and stall progress.

  • Example:
    • Feedback: “Your customer interactions are good, but you could improve your response time.”
    • Response: (Afterward, to self) “I’m terrible at this job. I can’t do anything right.”
  • Why It’s Wrong: Dwelling on negativity reduces self-esteem and productivity.
  • Better Approach: “I’ll work on responding more quickly while maintaining quality interactions.”

Refusing to Follow Up

Ignoring opportunities to revisit feedback after implementing changes can make you miss valuable insights.

  • Example:
    • Feedback: “Your reports are thorough but could be more concise.”
    • (You don’t check back after making adjustments.)
  • Why It’s Wrong: Failing to follow up shows a lack of commitment to growth and improvement.
  • Better Approach: After acting on the feedback, revisit with, “I’ve worked on making my reports more concise. Do you feel the latest one addressed the issue?”

By avoiding these pitfalls, you can turn even the toughest feedback into an opportunity for meaningful improvement. Remember: how you handle feedback reflects your professionalism, maturity, and willingness to grow.

Bonus Section: Next Steps to Implement Feedback Effectively

Once you’ve received constructive feedback, the real work begins: putting it into action. To ensure the feedback translates into meaningful growth, follow these actionable steps:

Reflect on the Feedback

Take time to process the feedback thoroughly. Reflect on the key points and identify what resonates most with you.

Tip: Ask yourself: What specific improvements can I make based on this feedback?

Prioritize Key Takeaways

Not all feedback needs to be addressed at once. Focus on the most impactful areas first to avoid feeling overwhelmed.

Example: If you receive feedback about communication skills and time management, prioritize the one that aligns most with your current goals.

Create an Action Plan

Develop a step-by-step plan to address the feedback. Include clear, measurable goals and timelines to track progress.

  • Example:
    • Feedback: “You need to delegate tasks more effectively.”
    • Action Plan: Identify two tasks to delegate weekly and assign them to team members with clear instructions.

Seek Resources and Training

If feedback highlights a skill gap, seek out resources such as books, workshops, or online courses to strengthen that area.

Example: If you’re advised to improve public speaking, enroll in a communication skills workshop or join a group like Toastmasters.

Discuss Progress with a Mentor

Share the feedback and your action plan with a trusted mentor or advisor. Their guidance can provide clarity and additional accountability.

Tip: Regularly update them on your progress and ask for advice on overcoming obstacles.

Monitor and Adjust

Track your progress and evaluate the effectiveness of your changes. Be open to tweaking your approach if needed.

Example: If a new workflow you adopted doesn’t produce the desired results, explore alternative methods or tools.

Solicit Feedback on Changes

After implementing adjustments, ask for follow-up feedback to ensure the improvements meet expectations.

  • Example:
    • Feedback: “Your emails could be clearer.”
    • Follow-Up: “I’ve shortened my emails and added bullet points. Is this closer to what you were hoping for?”

Celebrate Small Wins

Acknowledge and reward yourself for making progress, even on minor changes. Positive reinforcement keeps you motivated.

Example: If you’ve improved your meeting preparation skills, treat yourself to something you enjoy as a reward.

Practice Self-Reflection Regularly

Make a habit of self-assessment to proactively address areas for growth. This reduces the need for corrective feedback.

  • Tip: Use prompts like:
    • What went well today?
    • What could I do differently next time?

Commit to Continuous Growth

Treat feedback as an ongoing process rather than a one-time event. Embrace a growth mindset to continually improve.

Mindset Shift: View every piece of feedback as a valuable opportunity to learn and get better.

By taking these next steps, you can effectively turn feedback into actionable results, strengthening your skills, building trust, and achieving your goals. Feedback isn’t the end of a conversation—it’s the beginning of meaningful progress!

What to Do When You Don’t Like Feedback

Feedback is a double-edged sword—it can be a powerful tool for growth, but it’s not always easy to accept. Sometimes, feedback might feel unfair, overly critical, or irrelevant, leaving you frustrated or defensive. Disliking feedback is a natural response, but how you handle it determines whether you grow from the experience or let it hold you back.

This guide will help you navigate those moments when feedback stings or doesn’t sit well with you. By learning how to assess, process, and respond thoughtfully, you can turn even the feedback you dislike into opportunities for self-improvement—or recognize when it’s okay to let it go.

Let’s explore practical strategies for managing tough feedback with confidence and grace.

Pause Before Reacting

Your initial reaction might be emotional—defensiveness, frustration, or even hurt. Take a deep breath and remind yourself not to respond impulsively.

Tip: Silence can be your ally. Allow a moment for the initial sting to fade before responding.

Examine Your Feelings

Ask yourself why you don’t like the feedback. Is it because it feels inaccurate? Or does it highlight a sensitive area you haven’t addressed?

Example: You may dislike feedback about your time management because you already feel overwhelmed, not because it’s untrue.

Clarify the Feedback

If feedback feels vague, biased, or irrelevant, ask for clarification. Sometimes, you may dislike feedback simply because it wasn’t communicated clearly.

  • Example:
    • Feedback: “You need to be more professional in meetings.”
    • Clarification Request: “Can you share a specific example of when I wasn’t professional? That will help me understand what to improve.”

Consider the Source

Evaluate whether the feedback is coming from a credible source with good intentions. Not all feedback is equally valuable.

  • Tip: Ask yourself:
    • Does this person understand my role or goals?
    • Are they offering feedback to help or criticize?
  • Example: Feedback from a mentor may hold more weight than offhand remarks from a casual observer.

Separate Tone from Content

Sometimes, feedback is hard to accept because of how it’s delivered. Focus on the core message instead of the tone or phrasing.

Example: A harsh delivery like “You’re terrible at explaining ideas” may actually mean “Your explanations could be clearer with more structure.”

Seek a Second Opinion

If you strongly disagree with the feedback, discuss it with someone you trust to get an unbiased perspective.

Example: Share the feedback with a mentor or colleague and ask, “Do you think this is something I should work on? Does it align with what you’ve observed?”

Decide What to Take and Leave

You don’t have to accept every piece of feedback as gospel. Distill the parts that are actionable and aligned with your goals, and let go of what doesn’t serve you.

Example: If feedback feels overly nitpicky, focus on the elements that align with your broader improvement plan.

Use It as Motivation

Even if you disagree with feedback, use it as fuel to prove your capabilities. Approach it as a challenge to refine your skills and exceed expectations.

Example: Feedback that you “lack initiative” could inspire you to proactively suggest and lead a new project.

Address Unfair Feedback Diplomatically

If you feel the feedback is truly inaccurate or unjust, it’s okay to respectfully address it.

  • Example:
    • Response: “I appreciate your perspective, but I see this situation differently. Here’s how I approached it—could we discuss ways to align moving forward?”

Recognize It’s Not Always About You

Sometimes feedback reflects the giver’s perspective, biases, or frustrations rather than an objective truth. Don’t internalize everything.

Tip: Remind yourself: “This feedback may not define me. It’s just one perspective.”

When to Let Feedback Go

Not all feedback deserves your time and energy. It’s okay to let it go if:

  1. It’s irrelevant: Doesn’t apply to your role, goals, or values.
  2. It’s unclear: The giver cannot provide specifics or examples.
  3. It’s malicious: The feedback is delivered in bad faith or intended to harm.
  4. It’s one-off noise: A single piece of feedback contradicts broader trends or patterns.

Example: If a casual acquaintance critiques your work without understanding your industry, their feedback may not be actionable.

Disliking feedback doesn’t mean it’s useless. By stepping back, assessing its validity, and addressing it constructively, you can find value even in advice that initially feels hard to accept. When feedback is truly unhelpful, trust yourself to let it go and focus on what matters most for your growth.

Challenges to Try

  1. Keep a Feedback Journal: Write down feedback you receive and how you plan to act on it.
  2. Seek Feedback Weekly: Ask a colleague, friend, or mentor for regular input.
  3. Reframe Criticism: Turn every piece of feedback into a learning opportunity.
  4. Practice Active Listening: Focus fully on the person giving feedback without planning your response.
  5. Role-Play Scenarios: Practice receiving feedback in mock settings with friends.
  6. Summarize Feedback: After receiving it, summarize the key points to ensure understanding.
  7. Stay Neutral: Practice controlling defensive reactions in conversations.
  8. Set Feedback Goals: Identify one area where you actively want to improve based on feedback.
  9. Track Progress: Use feedback to set measurable improvement targets.
  10. Reflect on Successes: Celebrate wins tied to constructive feedback.

Common Mistakes to Avoid

  1. Taking It Personally: Focus on the feedback’s content, not the perceived tone.
  2. Ignoring Positive Notes: Don’t overlook what you’re doing well.
  3. Reacting Defensively: Stay open and receptive rather than shutting down.
  4. Overanalyzing: Don’t read too deeply into minor critiques.
  5. Neglecting Follow-Up: Failing to act on feedback wastes the opportunity.
  6. Relying on Feedback Alone: Pair feedback with self-assessment for balanced growth.
  7. Seeking Validation: Avoid using feedback to solely gain approval.
  8. Disregarding Sources: Consider who is giving the feedback and their intentions.
  9. Assuming It’s One-Sided: Feedback can be a two-way conversation.
  10. Overwhelming Yourself: Address one area of improvement at a time.

Myths vs. Facts About Constructive Feedback

  1. Myth: Feedback is always negative. Fact: Constructive feedback often includes praise and actionable advice.
  2. Myth: Only leaders give feedback. Fact: Feedback can come from anyone, including peers and teammates.
  3. Myth: Feedback shows failure. Fact: Feedback is a step toward improvement and success.
  4. Myth: Once given, it’s final. Fact: Feedback invites discussion and collaboration.
  5. Myth: It’s all about weaknesses. Fact: Feedback highlights strengths too.
  6. Myth: It’s personal criticism. Fact: Constructive feedback focuses on actions, not character.
  7. Myth: It’s always accurate. Fact: Some feedback may be subjective or biased.
  8. Myth: It’s hard to handle. Fact: With practice, receiving feedback becomes easier.
  9. Myth: It only benefits professionals. Fact: Feedback is valuable in all areas of life.
  10. Myth: It’s unimportant. Fact: Feedback is essential for growth and excellence.

Next Steps for Embracing Feedback

  1. Identify Feedback Gaps: Reflect on areas where feedback could help.
  2. Create Feedback Channels: Set up regular check-ins with peers or mentors.
  3. Welcome Input: Actively seek diverse perspectives.
  4. Prepare for Feedback: Approach conversations with a learning mindset.
  5. Respond Thoughtfully: Practice gratitude and clarify doubts.
  6. Experiment with Suggestions: Try applying feedback in small steps.
  7. Monitor Changes: Evaluate how acting on feedback improves outcomes.
  8. Strengthen Relationships: Use feedback to build mutual trust.
  9. Give Feedback Back: Practice giving feedback constructively to others.
  10. Revisit Feedback: Periodically review past advice for fresh insights.

Affirmations for Handling Feedback

  1. “I welcome feedback as a tool for growth.”
  2. “I am open to learning from others.”
  3. “Constructive feedback helps me improve.”
  4. “I listen actively and without judgment.”
  5. “Feedback strengthens my skills.”
  6. “I remain calm and focused during feedback.”
  7. “I value the insights of others.”
  8. “Every piece of feedback is a gift.”
  9. “I reflect on feedback to grow.”
  10. “Feedback is a path to success.”
  11. “I embrace challenges as learning opportunities.”
  12. “I thank others for their input.”
  13. “I grow stronger with each critique.”
  14. “Feedback is about improvement, not perfection.”
  15. “I am committed to continuous learning.”
  16. “Constructive feedback fuels my progress.”
  17. “I handle feedback with grace.”
  18. “Feedback helps me reach my goals.”
  19. “I stay resilient when receiving criticism.”
  20. “I take action on valuable advice.”

FAQ’s About Constructive Feedback

  1. Why is constructive feedback important? It helps you identify strengths and areas for improvement, driving personal and professional growth.
  2. How can I handle negative feedback? Stay calm, seek clarity, and focus on actionable solutions.
  3. What if I disagree with feedback? Discuss your perspective respectfully and seek to understand their point of view.
  4. How can I tell if feedback is biased? Consider the source and look for patterns in the feedback.
  5. How do I apply feedback effectively? Create a plan to address key points and set measurable goals.
  6. What if feedback feels overwhelming? Prioritize one or two areas to work on first.
  7. Can I seek feedback proactively? Yes, actively ask for input to gain diverse perspectives.
  8. What’s the best way to respond to feedback? Thank the person, clarify if needed, and reflect on the advice.
  9. How often should I seek feedback? Regularly, but balance it with self-assessment to avoid overdependence.
  10. What’s the difference between criticism and constructive feedback? Criticism points out flaws without guidance, while constructive feedback provides actionable advice.

By embracing feedback with an open heart and a learning mindset, you can unlock your potential and thrive. Start small, practice often, and watch yourself grow stronger with every insight you gain!

Summary: Turning Feedback Into Your Superpower

Constructive feedback is one of the most valuable tools for personal and professional growth. While it can feel uncomfortable at times, learning how to receive and act on feedback with grace and intention is a skill that can unlock your potential. By shifting your perspective, listening actively, managing emotions, and seeking clarity, you can transform feedback into actionable insights.

It’s equally important to avoid common pitfalls, such as reacting defensively, ignoring feedback, or overanalyzing small critiques. Instead, focus on creating an action plan, prioritizing key takeaways, and following up to track your progress. When you embrace feedback as a roadmap for continuous improvement, it helps you build self-awareness, strengthen relationships, and refine your abilities.

With thoughtful application, feedback evolves from a moment of vulnerability into a powerful opportunity for success. Use this guide to turn feedback into a cornerstone of your growth journey—because every piece of advice, when approached with an open mind, has the potential to make you stronger, smarter, and more resilient.

Remember: Feedback is not a judgment of your worth; it’s a tool for becoming the best version of yourself.

Share if you like it!

Leave a Reply

Your email address will not be published. Required fields are marked *