Accepting Feedback
Giving and receiving feedback can be difficult and not all feedback is created equal. Adam Grant’s framework offers a simple way to decide which feedback deserves your attention.
When receiving feedback, consider three key factors:
Motive – Is the intent to help you? Feedback given with genuine care is more likely to be constructive.
Source – Does the person have relevant expertise? Advice from someone knowledgeable carries more weight.
Message – Does it focus on quality? Feedback should aim to improve the work, not just criticize.
When all three overlap, you’ve struck gold—this is feedback worth mining. If one or more elements are missing, proceed with caution. For example:
If the motive is good but expertise is lacking, it might be a matter of taste.
If the message is solid but the intent is questionable, the person might just want to look smart.
If the source is credible but the message misses the mark, it could simply be wrong.
Seek feedback that is well-intentioned, informed, and focused on quality. That’s where real growth happens.
