Reacting to Constructive Criticism

A reader writes, "Recently, my boss gave me my annual review. I'm the Director of Sales. Though I received solid marks overall, he mentioned a few areas I need to work on: motivating the sales group and turning in a more accurate sales forecast. After he made the critical comments, I felt embarrassed and angry. I tried to stay calm during the rest of the conversation but said little after the critiques. What do I do now?"

Hearing about weaknesses - no matter how accurate or carefully said - stings at first. To progress professionally, we need to accept - and take action on - constructive criticism.

Reframe Your Thinking

Every day, I speak with and coach sales leaders who have never received a performance review or coaching from their direct supervisor. They know they could do their job better - and want to - but aren't sure where to start. These sales leaders would welcome any type of guidance.

Your boss took the time to write a balanced review. He was also candid about a few of your shortcomings. The ones he mentioned - motivation and sales forecasts - are critical to your future success. If you neglect to acknowledge the importance of and put some effort into improving these essential skills it could prove career limiting at some point.

Appreciate his ability to speak directly to these issues.

Respond More Appropriately

When he made comments that were not to your liking, you didn't blow up or openly disagree - you shut down. Having given many performance reviews myself, I can tell you there's a fundamental awkwardness to them. He probably gave careful consideration to his critical comments and may have even rehearsed what he had to say to you. You demonstrated a lack of ability to react in a mature, measured fashion. That's career limiting too.

Nothing that's happened here can't be undone. Speak with your boss again. Acknowledge shutting down and apologize.

Let him know you heard what he had to say about areas for improvement. Then ask which one of the two he thinks needs the most attention. Sometimes both areas need equal attention, other times we're far weaker in one area that another. That's good information to have.

End the talk by telling him that you'd like to create an improvement plan.

The Plan

Conduct research on both topics. Assemble a list of webinars, podcasts, books, and white papers on the topics your boss wants you to focus on. Then put together a schedule for tackling the material.

Think Locally

Many professionals ignore the expert right in front of them - their direct supervisor. He has a lot of expertise to share. Before completing you improvement plan, show it to him and ask for his input. See if he has any suggestions.

He's asking you to improve your motivation skills. Ask about his philosophy and experiences around motivating reps. Do the same for sales forecasting. This helps you and strengthens the relationship.

Take the initiative and schedule regular meetings to update your direct supervisor on your progress. Don't leave that up to him. Listen to what he has to say about the progress he sees you making in both areas.

What Not to Do

Refrain from requesting outside training or coaching right now. While you would benefit from some of the excellent programs available, you need to first prove to your boss that you can follow through on the plan you've put together.

Benefit

Become a professional able to handle performance evaluations and accept coaching. If you do, you'll receive advice and support from this boss and others along the way. More than likely, you'll earn more money and be considered for other promotions.