Assignment on Fear of Feedback

Course: Emotional Intelligence

Submitted to:
Md. Rashedur Rahman
Associate Professor
Department of Organization Strategy & Leadership
University of Dhaka

Submitted by:
Group 7
1. Md. Farayez Rahman - 91804046
2. Tazriya Hossain Sabira - 91805041
3. Rashedul Hasan – 91804016
4. Nusrat Sharmin Sheme- 91805056
5. Nazmus Shoeb Jamil – 91805025
6. Hazera Khatun Antara – 91805053
7. Falguni Biswas – 91805043
8. Saugata Das – 91804023
 Summary of the Article-9

To support employees, meet their goals and fulfill their potential, a boss should give employees
the opportunity to express their feedback. Because fears and assumptions about feedback often
manifest themselves in psychologically maladaptive behaviors such as: procrastination, denial,
brooding, jealousy, and self-sabotage. But employees should have that capability to adapt the
feedback they get. Employees can use technique for adaptation through recognize their emotions
and responses, get support, reframe feedback, break up the task and use incentives. If they can
adapt this quality after that they will start seeking feedback. Feedback may come slowly but
employees should ensure that they will get the proper feedback. No matter what the feedback
they get. They should seek for feedback what they deserve. And this process can be done
thorough self-assessment, external feedback, absorbing the feedback and taking action towards
change. If employee and boss can do so than it will be helpful for both of them for improving
their quality as well as their career.
 Fear of Feedback
Giving feedback is an integral part for any organizations that wants to develop and succeed but
it is a tricky task to perform and can very challenging. People in general don’t like feedback
because sometimes in our life we have had negative experiences with it. This feeling of hearing
our own imperfections and being emotionally hurt makes us fear feedback. Fears and
assumptions about feedback often manifest themselves in psychologically maladaptive
behaviors such as procrastination, denial, brooding, jealousy, and self-sabotage.
Procrastination is the tendency of delaying tasks until the last minute or past their deadline.
People usually gets anxious and dissatisfied with procrastination but at the same time they
struggle to complete the task. It’s a chronic condition and it usually contains an element of
hostility or anger. Denial is the inability to acknowledge the reality. Denial makes us refuse to
comply with a statement or to agree with it. Brooding is one of our major and powerful
emotional responses, taking the form of anxiety and a sense of forbidding. Brooders lose their
self-confidence and lapse into passivity. Jealousy is a very complex emotion. Jealousy is
comparing ourselves with others on the basis of suspicion, rivalry, envy or possessiveness. It
is a feeling of anger which someone has when they think someone else is trying to take a
possession away from them. Also comparing ourselves with others who is more talented,
efficient and intelligent makes us jealous. Sometimes jealousy drives people in positive ways
and sometimes in negative ways. Self-sabotage is undermining people’s own goals and values.
This behavior holds back people and prevents them from doing what they want to do. Self-
sabotage can be both conscious or unconscious depending on how people are aware of them.
Adapting to feedback is not an easy task. But it is possible to think positively about change. To
cope up with maladaptive behaviors, people must learn to adopt feedback. Following adaptive
techniques can be used:
1. Recognize your emotions and responses: The initial step toward adaptive to change
is to identify your emotions and maladaptive responses. Once your emotions have been
identified, you should critically understand it. It is also necessary to name the emotion
and response, and then you can act out. For example: When a person fears flying,
he/she chooses to board a plan anyway.
2. Get support: Recognizing your emotions is sometimes difficult and negative feedback
can leave you feeling ashamed. So, you can ask for help from trusted friends who will
listen, encourage, and offer suggestions. Support should begin with people with whom
you feel emotionally safe.
3. Reframe Feedback: Reframing is all about reconstruct the feedback process to your
advantage i.e., reacting to feedback in a positive way so that negative emotions and
responses lose their grip. Let’s take a look how you might turn negative emotions into
positive thoughts.
Possible negative emotion Maladaptive response Reframing statement
Anger Acting out It’s up to me to get the
feedback I need
Anxiety Brooding Finding out can open up
new opportunities for me.
Hurt Irritability
I can still listen to what he
said even though I feel
hurt.
 4. Break up the task: In this technique, you divide the task into manageable, measurable
pieces and set realistic time frames for each task.
5. Use incentives: As you make adaptive changes, you should pat yourself on the back. It
is like rewarding yourself. For example: After completing a self-assessment, a reward
might be an uninterrupted afternoon watching ESPN.
You can’t control other people. But you can control how you react to them.
After we learn how to identify the fear itself and how to adapt responses and behavior. It’s
time to seek feedback on regular basis rather than waiting for one particular time of the year.
Such feedback taking process can be done by going through four steps: self-assessment,
external feedback, absorbing the feedback, and taking action toward change.
Self-assessment is the first step of proactive feedback process. Getting oneself self-assessed is
a hard job for any individual. In this step, you have to identify your key elements and recall
your informal feedback that you received from previous stage
External feedback is a two- part task: one is speaking to trusted colleagues for supporting and
revising the self-assessment, another is directly asking your boss for feedback. Trusted
colleagues will able to help you to identify your emotional and maladaptive responses which
will lead to create more specific questions to your boss regarding feedback. If you don’t have
any trusted colleagues, you can go to your boss directly for feedback. But, before going to your
boss, you have to be prepared to take any criticism and ensure your full-support, appreciation
& corrective actions for feedback you will receive.
Absorbing the feedback is the crucial part of the process. As, many of us can’t accept or absorb
the negative feedback, which can result of negative emotions and maladaptive responses. So,
we have to be patience until we can replace the maladaptive responses to adaptive responses
and lead to an appropriate plan of actions.
Taking action is final part of the process. Involving, acting on the information that you have
received. You have to make multiple action strategies to support you. Correct action strategies
will both benefit you and your organization.
The reward for adaption not only helps organizations to build a feedback friendly environment.
Where, employees can align with management’s goals by asking questions that are relatable to
the goals but it also positively helps the personal lives of the employees by improving family
and friend relationship.
 Group - 7
Article No – 9 (Fear of Feedback)
Group Leaders:
1. Md. Farayez Rahman - 91804046
2. Tazriya Hossain Sabira - 91805041
Group Members:
3. Rashedul Hasan – 91804016
4. Nusrat Sharmin Sheme- 91805056
5. Nazmus Shoeb Jamil – 91805025
6. Hazera Khatun Antara – 91805053
7. Falguni Biswas – 91805043
8. Saugata Das – 91804023

Every member has read the article. The leaders divided the article into three parts. The
following parts have done by following members:
Part – 1 Maladaptive Behavior (Md. Farayez Rahman and Saugata Das)
Part – 2 Learning to Adapt ( Tazriya Hossain Sabira and Falguni Biswas)
Part – 3 Getting the Feedback You Need ( Nazmus Shoeb Jamil and Hazera Khatun Antara)

External Research – Nazmus Shoeb Jamil, Hazera Khatun Antara and Rashedul Hasan
The report has complied by Saugata Das
Article’s Summary – Md. Farayez Rahman and Tazriya Hossain Sabira
PPT – Nusrat Sharmin Sheme and Rashedul Hasan