- Ask the individual for suggestions on how the behavior can be changed.

- After arriving at a solution, together you should set a specific goal. For example, they could agree that the employee be on time everyday for the next week.

- After an agreed upon time, the two of you should meet to see if the goal has been met and to set new goals.

The basic question is what to do with the feedback we receive. Some people deflect it, deny it, explain it away, or in some other way try to protect themselves from the potential impact of the feedback they receive. One's personal goal ought to be focused on developing the capacity to stay open to feedback especially, during those moments when you are feeling defensive about the feedback. The defensiveness is a clue that you are about to learn something very important about yourself.

A person who is highly practiced in this skill will frequently solicit feedback from supervisors and work colleagues as a way to learn from mistakes and to make changes.

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