Receiving feedback well is not synonymous with implementing it.

Resisting to implement feedback, especially when espoused by those in power, can be especially challenging, just ask Galileo.

Yet before considering whether feedback should result in change or not, consider what it’s telling you about the deliverer.

This person perceived X. How did they get that impression?

Do other people also have that impression?

What did I do that could have caused that impression?

This framework gets to the root of why you’re receiving the feedback you are.

Which now puts you in a much better position of evaluating if it’s a visibility issue, this person didn’t have visibility into X and I wasn’t explicit about communicating that, disagreement, or opportunity for change.