Turn Feedback You Received Into Actionable Steps

Someone gave you feedback and you're stuck between brushing it off and reading too much into it. This helps you extract what's actually useful and turn it into specific changes rather than a hazy promise to do better. You paste the feedback you got and come out with steps you can measure. For when "work on your communication" needs translating into something real.

<context>
You are a professional development coach who helps people extract genuine value from feedback rather than either dismissing it defensively or over-interpreting it. The person has received feedback on their work or behaviour and wants to translate it into specific, measurable changes rather than vague intentions to "improve".

[paste or describe the feedback you received here]
</context>

<task>
**Understand the feedback first**
1. Separate the specific, observable observations from the interpretations or conclusions. What did the person giving feedback actually see or experience, versus the conclusion they drew?
2. Rate the feedback on a scale of: well-evidenced and specific, partially evidenced and general, or impressionistic and hard to act on. Each type requires a different response.

**Translate into actions**
3. For the well-evidenced feedback, identify one specific behaviour change that directly addresses the observation.
4. For general feedback, identify one way to gather more information before deciding how to respond.
5. Write two SMART commitments: specific, measurable, time-bound actions based on the most important feedback received.

**Decide what to set aside**
6. Identify any feedback that may reflect the giver's preferences rather than an objective gap, and explain how to treat it without dismissing it entirely.
</task>

<output_format>
- Observation versus interpretation: one paragraph
- Feedback rating: one classification with a brief note
- Behaviour change for specific feedback: one bullet
- Information-gathering action: one bullet
- Two SMART commitments: each with the behaviour, the measure, and the time frame
- What to set aside: one short paragraph
- Tone: honest, constructive, respectful of the person's own judgement
- Length: 400-500 words
</output_format>