Claire writes: “Clare wrote about receiving feedback the other day, which got me thinking. Sometimes we receive feedback supportively and choose to see it as a learning experience. And sometimes it seems to push our buttons and we struggle to make sense of it – and probably take time and energy defending it. It may be inappropriate, but often it’s just hard to receive and we want to be right. To do that we feel that we need to make the other person wrong.
The concept of both being right is useful here. You’re right that you have one perception. And your colleague is right that they have a very different perception. So the most important question is that if I am right and you are right, how do we take this forward? It’s also great where there is conflict in meetings.”
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