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If you find yourself at a crossroads of conflicting feedback, approach it with curiosity. If you can get to the bottom of what the messages are about, you can make a stronger, healthier version of yourself. If the conflict isn't within the data but more likely within yourself, start by assuming. The author shows four ways to interpret and act on conflicting feedback. Take time to understand the intentions behind your actions, they may not match up with your impact. Determine who brings out your best and worst qualities. Understand the values that are driving your actions. Take time to be intentional about your choices.
I recently sat with an executive, we will call him Mark, to review his comprehensive feedback report, which included nearly 25 interviews with critical stakeholders. The differences in his feedback were extreme. Some people described him as kind and supportive while others said he was self-serving and mean-spirited. He was seen by some as empowering and hands-off, even too distant, by others as oppressive and micromanaging.
