The Emotional Response Test for Receiving Feedback

Simon Sinek shares a simple rule his company uses to determine whether feedback deserves your attention. The test comes down to one thing: your emotional reaction.

Excuses vs. Openness

The best team members are the ones who hear a deficiency and sit with it. They pause, consider it, and think about what they could work on. The worst response is having an excuse for every piece of feedback you receive. If someone has a ready-made defense for every shortcoming you point out, they are closed to any possibility of improvement.

The Emotional Reaction Rule

Sinek's company has a specific internal rule: if you have an emotional response to feedback, if you get angry or upset, it is probably true. The feedback that stings is usually the feedback that hits closest to something real.

On the other hand, if you hear feedback and feel nothing at all, you can mentally file it away or dismiss it entirely. The absence of a reaction often signals the feedback does not apply.

Building a Feedback Culture

The right response to any feedback, regardless of whether you agree, is "thank you." The people giving you feedback are doing it because they want you to grow. The goal is to create an environment of psychological safety where asking for and giving feedback feels natural and welcome.

Key Takeaways

• If feedback makes you angry or defensive, it is probably hitting on something true
• If feedback produces no emotional reaction, you can safely set it aside
• Building a culture where feedback is warmly received starts with saying "thank you"