Coaching practices for Openness to Feedback

Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Openness to Feedback, these are the strongest matches in the current practice library.

Does this sound like the set of challenges you might be facing?

• The instant someone gives me hard feedback I’m already explaining and defending myself
• Feedback in my one-on-ones only ever flows one way
• I dish out plenty of feedback but I’ve never once asked my team to tell me what I’m getting wrong, and I think that’s exactly why they don’t trust that honesty around here is safe
• I deliver my feedback as a finished verdict and then the other person just sits there closed off
• All the feedback I get is about whether I hit the target, and none of it touches the assumptions underneath how I’m even seeing the situation

Practices that may help

1. Receive feedback with minimal defensiveness
   Treat feedback as data about others’ experience — not as a verdict on your character.
   The Johari Window
2. Make feedback flow in both directions
   Give timely, specific feedback — and ask for it on your own management.
   Effective One-on-Ones, Made Practical
3. Ask for feedback before you give it
   Earn the right to challenge by inviting challenge yourself, first.
   Radical Candor, Made Practical
4. Invite a response after delivering SBI
   Close SBI by asking what the other person makes of it — not with a verdict.
   The SBI Feedback Model, Made Practical
5. Seek developmental feedback, not just performance feedback
   Ask for feedback that challenges your assumptions about how you see, not just how you perform.
   Kegan’s Subject-Object Theory, Made Practical
6. Receive feedback without defending or dismissing
   Take in critical feedback completely before evaluating it — and look for the part that is true.
   Radical Openness: The RO-DBT Approach to Overcontrol and Loneliness
7. Choose the right moment and setting for feedback
   Feedback lands in proportion to how safe and ready the receiver feels — timing and privacy matter.
   The SBI Feedback Model, Made Practical
8. Apply reciprocity in feedback conversations
   Offer a genuine concession or acknowledgment of your own role before asking someone to change.
   The Rule of Reciprocity, Made Practical
9. Place feedback on the 2x2
   Two axes — care personally and challenge directly — define four quadrants; only one is radical candor.
   Radical Candor, Made Practical
10. Actively seek feedback on your blind spots
    Ask specifically for what others see that you might not — with enough specificity to get honest answers.
    The Johari Window

Describe your situation in your own words to search the complete practice library.