Identifying Emotional Bias in Feedback

Got feedback from users? It could be their defense mechanisms talking. Yep, I said defense mechanisms on LinkedIn. They aren’t only for textbooks - they're real, and they could be influencing your user interviews and product decisions more than you think. In brief, defense mechanisms are unconscious psychological strategies that we learn to rely on when we're facing unpleasant emotions(anxiety, shame…anything that we don't really want to feel). These defenses often kick in when our identity - the way we perceive who we are -  is on the line. What does this look like in user interviews? Picture this: a tech enthusiast is struggling with a complex feature. To avoid the discomfort caused by the mismatch between their self-image and reality, they may say to you (and themselves) it's a piece of cake, even while visibly struggling. Or consider health-conscious individuals who, when asked about their eating habits, unintentionally downplay or rationalize the junk food they eat. Want to enable genuine feedback and avoid triggering defense mechanisms? Here are a few psychology-backed techniques to help: ➡ Phrase questions so the judgment is NOT about the person, but about the product. Instead of asking "do you understand?" ask "to what extent is this feature clear or confusing?". That way, issues aren’t pinned on the person. 🚫 Skip the self assessment questions. They often lead to biased answers. "Do you consider yourself X?" or "do you value Y" is out. 👥 Distance the user from the question or issue. Instead of "do you have concerns about this?" how about "try to think about your friends, do you think they’d have concerns about this?". Reflecting on others' experience allows more candid responses, since it’s less confrontational. You could even ask, "others found this tricky – what is your take on that?". Use this technique only after a round of open-ended, neutral questions, to reveal the richer insights beneath the surface. Then gently connect it back to the person’s own experiences. Questions like "have you encountered something like this before?" can create a bridge and ensure the product meets actual user needs. #appliedpsychology #userinterviews #userresearch #userfeedback

The Science Behind Why Negative Feedback Feels So Loud When I debrief leaders on their EQ-i or 360 assessments, I see a common reaction. They scan the report, spot a few lower scores or critical comments, and immediately go into self-doubt mode. “Why am I so focused on the negative?” they ask. The answer? Because your brain is wired for survival, not self-improvement. Our brains have a built-in negativity bias, an evolutionary trait designed to keep us safe. Thousands of years ago, missing a threat meant danger—so our brains learned to prioritize risks over rewards. Today, that same bias can hijack our ability to process constructive feedback (even though our resume says we are open to it 😜), making us feel threatened instead of seeing opportunities for growth. But here’s the good news: When you understand this bias, you can override it. Instead of reacting defensively, you can pause, regulate your emotions, and ask: What is this feedback telling me? How can I use it to make better decisions and grow as a leader? When we shift from a threat state to a problem-solving state, we unlock faster, clearer thinking—and that’s when real leadership transformation happens. 🚀 Next time you receive feedback, try this: Acknowledge your brain’s natural response, give it some time, reframe the information, and ask what’s useful. Growth happens in that space. Have you ever felt stuck in a feedback loop? Let’s talk about it in the comments.👇 #Leadership #EmotionalIntelligence #GrowthMindset

What they see says more about them than you. A CEO once tore my presentation apart. Two weeks later, he was fired—for poor communication. That rush you feel when feedback hits: Is this about me? Or is it about them? After 15 years of giving and receiving feedback, here’s what I’ve learned: Every piece of feedback is filtered through the giver’s lens: ↳ Values – A micromanager critiques autonomy ↳ Biases – A risk-averse leader fears bold moves ↳ Needs – An insecure boss dampens confidence What I’ve learned works: 1️⃣ Listen to Your Instincts ↳ Does this align with your values and goals? ↳ If not, it’s okay to filter it out. 2️⃣ Look at Patterns ↳ Is this person consistently fair and insightful? ↳ Or are they pushing their own agenda? 3️⃣ Get Curious ↳ Ask what’s driving their perspective. ↳ Understanding why changes everything. So the next time feedback stings, pause. Ask yourself: “What’s this really about?” Because feedback doesn’t define you. How you filter and act on it does. Sometimes the problem isn’t your work—it’s their lens. ♻️ Repost if this resonates 🔔 Follow Tyler Kropman for more stories that challenge how you see feedback, leadership, and growth.