Please, I need help when answering the next fitting question: TELL ME ABOUT NEGATIVE FEEDBACK YOU HAVE RECEIVED?.

Hi there,

I would be happy to share my thoughts on your question:

• First of all, can you please provide a proposal that I can review? There is no point in coaches presenting their approaches and examples when it is you who is currently preparing for the interviews and wants to learn how to answer the question.
• Moreover, and contrary to what other coaches have said, please make sure you choose an example of negative feedback, not constructive feedback. While constructive feedback provides a solution to any weaknesses you show, negative feedback simply mentions them.

You can find more on this topic here: How to succeed in the final interview round.

If you would like a more detailed discussion on how to best prepare for your upcoming applications, pre-interview assessments and/or interviews, please don't hesitate to contact me directly.

Best,

Hagen

Tough question, but it comes more often than not (in various forms).

I recommend that you pick a situation where you received some constructive feedback. Focus on how you reacted to feedback, if you asked for clarifications and examples and how you made a concrete improvement plan to give yourself opportunities to improve.

Focus on how you tried to gain learnings from it and how it helped you improve your skills in the long run.

Hope that helps !
All the best,
Konstantinos

Hey! :) 

When answering this question, pick an example where you received constructive criticism, showed self-awareness, and took steps to improve. A strong structure is:

1️⃣ Context: Briefly set the scene (e.g., project, task, or role).
2️⃣ Feedback: Share the specific negative feedback you received.
3️⃣ Action: Explain how you processed the feedback and what steps you took to improve.
4️⃣ Outcome: Highlight the positive results from applying the feedback.

Example, which I give my mentees: 
"During my time at BCG, I worked on a project where I initially focused too much on details and struggled with time management. My manager pointed out that I needed to prioritize better and delegate tasks. I took this feedback seriously, started using structured planning tools, and sought guidance on prioritization. As a result, my efficiency improved, and I successfully managed a later project with tight deadlines. This experience taught me how to balance attention to detail with big-picture thinking."

This approach shows humility, growth, and adaptability—key traits consulting firms look for! 😊

Alessa

Hi,

Thanks for your question.

I would second the responses and add a few additional points.

The key things that the interviewer is looking for in the response is:

a. Whether you can share negative feedback about yourself without hesitating or hiding

b. How you handled the feedback  and what difference did it make. Being able to own your weaknesses is also a sign of strength. 

So outside of using the STAR (Situation, Task, Action, Results) framework, make sure that you articulate the takeaway and result very clearly, showing you came out as a stronger person due to the feedback. So the action and results matters more in this question vs. situation and task. Prioritize your time to respond accordingly.

Additionally, if you have to pick a feedback in an area crucial to your role, make sure you explain why that would not happen again. For example, if you apply for an analyst role and the feedback you received was you need to minimize calculation errors , that can be a concern. However, if you received that some time ago, and have never had that issue ever again, then that may mitigate the concern.

This is just an example. But the point is be thoughtful about what you want to share and how it may be perceived by your interviewer, ensuring you have addressed any lingering concerns.

Feel free to reach out if any questions.

Thanks,

Soh

Hi there,

Fit interviews focus on authenticity, structure, and examples.

For these types of questions:

• Use a strong storytelling framework like the SCORE Framework (google)
• Be transparent about the situation and do not make up weaknesses/negative feedback that sounds too good to be true (e.g., being a perfectionist, having trouble delegating).
• Rather find an honest weakness you displayed in the situation, discuss how you have learned about it/what the feedback was, how you dealt with it, what you learned from it and how you reflected on it

If you do that properly, you hit all 3 dimensions.

Cheers,

Florian

Hey there, 

For this, you'd need to introspect into a time when you actually got negative feedback. The key here is to show how you dealt with receiving it, understanding why and where it came from, and the (corrective or developmental) steps you took afterwards. 

This question is looking to see resilience, adaptability, self awareness and resolve. 

Feel free to reach out if you'd like to discuss more fit implementation. I've helped so many candidates on their FIT questions, and they have been getting phenomenal reviews on their FIT performances

All the best

Hi,

Some great answers already in terms of the structure to answer the question. A common follow-up question that coachees often ask is "is there a feedback that I shouldn't talk about? 

For me, I don't think its about the topic or ability, but rather the magnitude - its something you need to balance. What I mean by this is - if you describe your negative feedback as "I received the feedback that I was a poor communicator" , that's directly contradicting the traits firms are looking out for, and if you phrase it wrongly it can sound a little bit unbelievable or weird that you improved so vastly.

Rather, think of nuances - e.g. "I received feedback that my communication was not as effective because it was not as tailored enough to my audience", this makes the weakness more nuanced and so you can still have decent communication, just not perfect communication and therefore it is still negative.