People Development

Receiving Feedback for Managers

Accepting and acting on feedback to improve performance

Try Rypple Free

Ask Rypple · Practice

Self-Leadership

Let's practice — run me through Receiving Upward Feedback.

Practice a Conversation · live coaching

We'll practice responding gracefully to critical feedback from a direct report. I'll coach you live as it plays out.

Rypple can alsoGet feedback (360)Draft a messageSet a goal

Rehearse receiving feedback with Rypple before it's real — no stakes, just reps.

Rypple Surfaces This When...

Coaching session patterns show you describing the same leadership challenge repeatedly without a change in approach — feedback may not be getting integrated
Meetings HQ summaries show team members offering suggestions that you consistently redirect or override — you may be closing off feedback without realizing it
A team member's profile in My People shows they've raised development ideas in the past that never surfaced in your 1:1 notes — they stopped offering input

What to Do Right Now

→When Rypple detects a pattern of suggestions being consistently redirected in your meeting summaries, act on the Self-Leadership coaching to process what feedback you may be closing off and apply it
→Use 'Get feedback (360)' to invite honest, structured input from the people who work with you daily
→Use 'Reflect & Debrief' to build a processing framework before your next performance review or upward feedback conversation
→Try the 'Receiving Upward Feedback' scenario in Practice a Conversation to rehearse responding gracefully to critical feedback from a direct report

Why It Matters

Leaders who receive feedback well model the behavior they want from their teams. Research from Zenger Folkman shows that leaders who ask for feedback are rated in the 86th percentile for overall leadership effectiveness. It demonstrates humility, builds trust, and accelerates your own growth. The best leaders actively seek it out—not as a box-checking exercise, but as genuine input for improvement.

How Rypple Develops This Skill

Ask Rypple's self-awareness coaching focuses on understanding your strengths, blind spots, and impact on others. The Get feedback (360) quick action gathers structured input from your team and peers, and Reflect & Debrief helps you process what comes back—especially the parts that sting. Ask Rypple to Draft a message requesting specific, low-threat feedback, and use Set a goal to turn what you hear into a visible behavior change. Meetings HQ captures how you respond to feedback in real conversations, creating awareness of your patterns over time. Practice a Conversation lets you rehearse receiving critical feedback from a direct report—one of the hardest and most valuable leadership practices.

My Skills · how Rypple scores it

Receiving Feedback

3/5 · Practising

Tracked from real evidence — never a self-rating. Until it's corroborated, a skill stays “forming.”

How this was weighed

Direct observation

Peer & 360 feedback

Your real work & 1:1s

To reach 4/5 · Proficient — Rypple points you at the one move that closes the gap.

Ready to develop receiving feedback?

Rypple's AI Coach for Managers gives you personalized coaching on receiving feedback—woven into your real meetings and workflows.

Try Rypple Free

Frequently Asked Questions

How do I respond to feedback I disagree with?

Receive it fully before evaluating it. Say 'Thank you—let me think about that' and genuinely sit with it for 24 hours before deciding whether to accept or challenge. Feedback that stings often contains truth we're not ready to see. Even if you ultimately disagree, look for the valid kernel before dismissing it.

How do I encourage my team to give me honest feedback?

Make the ask specific, not general. 'Give me feedback' is too vague. Try: 'What's one thing I could do differently that would make it easier for you to do your best work?' Then listen without defending, thank them specifically, and act on something visibly. People give honest feedback when they see it changes something.