How to say “no” to feedback

Feedback can help people learn and improve. But in some cases, it may be better not to adopt feedback. This article divides the coaching feedback into three categories, and introduces the appropriate rejection methods for each type of feedback.

Command coaching is the hardest to say “no” to this kind of coaching advice. Because he refused to accept the leader’s command-based counseling, it is likely to leave a negative impression on him. How to avoid this result? You can communicate with leaders and solve problems together, but at the same time, you must understand that leaders are the ultimate decision-makers. You should show respect for the authority of the leader, ask the leader’s specific ideas and interests, and guide him to solve the problem together.

Relationship-based counseling In relationship-based counseling, the other party wants you to change something, which will bring benefits to his relationship with you. For example, your level or subordinate wants you to come to the office to work because he needs you to facilitate his work. If you refuse directly, he will feel that you neither understand nor care about his concerns. Therefore, you first need to let the other party know that you take this seriously, and then explain to him what losses you will come to the office, and finally the two sides discuss a solution that is the best of both worlds.

Improved coaching The purpose of improved coaching is to help you do better in a certain way. This kind of counseling advice is the easiest to refuse, but it also has some troubles. When rejecting such opinions, you must tell the other party your conclusions and thinking process, so that the other party knows that your decision has been carefully weighed.