Hey friend,

Happy Monday! February flew by, and March has arrived! A friend once told me March was their least favourite month of the year. Do you have a least favourite month? And what’s your favourite?

Personally, I’m excited for March 2025! I’ve got friends visiting me and I’m celebrating marrying the most wonderful man for me. Busy and exciting times ahead!

If you’re new here—or even if you just need a little reminder—know this: You are magic today, tomorrow and every day✨ 

This month, as performance reviews are coming up for many of my friends in the corporate world, I want to share my thoughts on feedback—how it impacts us, how we pursue it, and, most importantly, how we should prioritise it for maximum growth.

Key Takeaways

• Not all feedback is valuable. Feedback often reflects the priorities and biases of the person giving it, not necessarily the quality of your work.

• Filter before you act. Ask yourself if the person is an expert, if their feedback is relevant, and if it aligns with your goals before implementing it.

• Beware of biased feedback. Feedback can be influenced by personal insecurities, a lack of expertise, or even hidden agendas.

• You don’t have to act on everything. Prioritise feedback that truly helps you grow and improves your work, and let go of the rest.

I’ll start by saying this: A person’s feedback is a reflection of them.

Before you roll your eyes, hear me out.

It’s natural to assume that feedback is purely a reflection of you and your work. But what if I told you that most feedback reveals more about the person giving it than it does about you?

Most of us are obsessed with feedback—whether it’s from managers, colleagues, family, friends, or social media followers. I used to LOVE feedback, constantly seeking it out. I let it define my work, my worth, and my confidence.

But here’s what I’ve learned: Not all feedback is valuable. And it’s our responsibility to filter out what truly matters.

Why Feedback Can Be Biased

Feedback can be shaped by personal experiences, insecurities, and agendas. The feedback someone shares with you will focus on what’s most important to them (a reflection of that person). And what’s important to that person may not be essential to your work and therefore not an accurate reflection of everything you have done. Some reasons why feedback may not be useful:

• The person is projecting their own insecurities onto you.

• They aren’t an expert in the topic but feel compelled to share their opinion.

• They may feel threatened by your success and (consciously or unconsciously) give feedback that fuels your self-doubt.

• They want you to succeed but don’t fully understand what’s required to get there.

Be Selective & Stay Focused

We need feedback, but only the kind that helps us grow. Processing every opinion can be exhausting and counterproductive—especially when it comes from people who don’t fully understand our work.

Take this example: Imagine you present a report on women’s rights in the developing world. You receive the following feedback:

• “Great, fantastic work"—that's wonderful but how much does your grandma know about this topic?

• “It’s too aggressive; tone it down a bit"—good feedback, but perhaps [this sharer] doesn’t want to address this topic because it will impact their team negatively.

• “I would do it this way"—fantastic, but maybe not if it’s from someone who has no background on women’s rights.

• “It’s fantastic, your points are clear and your evidence is good, maybe add a section on…” Feedback from a peer who has worked on a similar report to you and has already presented her findings.

Of the four pieces of feedback received above, you should probably spend your energy on implementing and actioning the last point only. The others aren’t relevant to improving your report.

How to Process Feedback Effectively

Next time you receive feedback, ask yourself:

• Was the feedback unsolicited? If it was, why are you receiving it?

• Is this person an expert in the field?

• Could this person have ulterior motives?

• Is the feedback about my person or my work?

• Are there internal company policies that are influencing the feedback I’m receiving?

You are not responsible for actioning every piece of feedback you receive. Prioritise what will genuinely improve your work and impact; the rest is not for you to take on.

My monthly challenge This month, I challenge you to review the feedback you receive regularly. Ask yourself:

• Is this feedback evidence-based or just an opinion?

• Does it truly help me improve?

• Should I action it—or let it go?

And if you’re the one giving feedback, check your own biases. Aim to share constructive, evidence-based insights that genuinely support the other person’s growth. Let’s be intentional about the feedback we give and receive this month! Are you in?

Hit reply and let me know how you deal with feedback.

Shine bright.

This month’s quote:

☀️ Feeling kind? ⏩ Forward this story to a friend who may find it valuable.