I listen carefully to the criticism without taking it personally. I see it as an opportunity to learn and improve. I thank the person for their feedback, and then I make adjustments during the session to address their concerns, ensuring the rest of the group benefits from the change.

Start by staying calm and listening actively to the criticism. Acknowledge the feedback respectfully to show openness. Ask clarifying questions to fully understand the concern. Reflect on its validity and identify areas for growth. Use the feedback as a learning opportunity to adjust your approach. Demonstrating adaptability and gratitude can turn criticism into a tool for personal and professional improvement.

R.E.A.C.T helps shift the focus from criticism to constructive dialogue and improvement. Receive (R): Listen actively and stay calm without interrupting. Evaluate (E): Distinguish constructive feedback from criticism. Focus on the valid points. Acknowledge (A): Thank the person for their input, showing openness. Clarify (C): Ask questions to understand their perspective fully. Transform (T): Turn the feedback into actionable improvements and show your commitment to growth.

The First thing that I would do is to listen and understand the gap. Ask the participants to cite an example that would help me understand the problem. Receiving feedback is a part of a facilitators learning journey. I will continue my session making some changes to implement the feedback however after the session is when I will pause and reflect on the feedback and try to find out how things can be better for the participants.

The three steps listed here are excellent: Listen, ask questions, and modify the content or delivery. One of the most important pieces of advice I received at the start of my career was to "always be reflective". Never be afraid to review your work holistically... Use data and feedback (both positive/negative) to close gaps & improve. Remember, the goal of a learning program is to create some type of change (knowledge gain, behavior, performance, etc.) in your learners; The best way to ensure this happens is to welcome all opportunities for learners to share their thoughts - the good, bad, & ugly!

As an L&D professional, I value the feedback from my participants, as it underscores the mutual learning process that is at the heart of our training sessions. This mindset helps me appreciate the feedback and the insights it brings, fostering a sense of shared learning. When a participant provides feedback during the session, it's crucial to remain composed. Understanding the participant's perspective not only fosters appreciation for their insights but also aids in enhancing the session and the course. After appreciating the feedback and the participant, take a moment to reflect and devise action items to address the feedback. Proactively implementing changes in how we facilitate learning is a hallmark of a great L&D professional.

In situations like this, staying calm and professional while seeking clarity is important. Always acknowledge and show appreciation for feedback, whether it’s positive or negative. Additionally, take the time to determine if the feedback is constructive and relevant. Use the insights gained to make improvements for the future.

Here are three strategies to turn negative feedback into a positive during a training session: Stay Calm and Open-Minded: Acknowledge the feedback without defensiveness, showing respect for the participants’ opinions. This demonstrates your willingness to listen and fosters a collaborative atmosphere. Seek Clarification and Learn: Ask specific questions to understand the root of the criticism. Use it as an opportunity to identify gaps or areas for improvement in your content or delivery. Respond Constructively: Address the feedback in real-time if possible, by adapting your approach or clarifying misunderstandings. Share how the feedback will help refine future sessions, turning criticism into a chance for growth.

Bring it on! I’ve got a pro mindset: I know at least 4% of people will critique me no matter what—it’s normal. So, I stay laser-focused on my prep and knowledge. Here’s the trick: I listen openly to all feedback (no judgment), but I only accept advice from those 10X ahead of me—real implementers, not just talkers. And my fave skill? Reframing. Before bed, I flip any negative thought into a positive. No way I’m letting criticism creep into my subconscious. Pro tip: Always ask yourself, "What can I learn from this?" Growth happens when you see feedback as fuel, not a fight. Keep showing up fresh, no baggage!