yo wrote:To understand the context a little more, could you answer a few questions?
Are you seeking feedback on your own work more than you are giving it and how are your receiving that feedback?
What are the situations you are giving feedback, was it asked for? Was it in an open review?
Sure Yo, I think the feedback has been pretty even, we all share opinions on each others work regularly (we sit next to each other and it's as simple as glancing over sometimes which is nice, although in this instance it was a group of us standing around a guy's desk in a discussion). I try not to take critiques personally, and usually implement coworkers suggestions.
Good news though, I think after they slept on what I had said they ended up agreeing and implementing it the next day!
That is great, and thanks for providing context. I was trying to understand if you are as open to receiving input as you are giving it. I've worked with a few designers who could "ditch it out" but couldn't take it in return. When you work with someone like that it naturally makes people less open to their feedback.
I think as was previously mentioned, phrasing the feedback as objectively as possible and framing it in such a way as it aligns with the goals of the project always helps. for example, staying away from subjective verbal framings like "I would like this better... " and sticking with "the brief is asking us to make this product the most luxurious in our line. Looking at other products in the luxury space right now they all seem to share x y and z characteristics, do you think we could look at trying some of that?"
I think also asking a lot of questions first, seeking to understand vs seeking to tell, really helps.
And, as you already found out, give people the space to think about it. Their initial reaction might be "I thought I was done with this..." but let them ruminate on it and they might come around.
These tactics are all helpful for peer to peer reviews. As a creative director sometimes you have to be a bit more firm and direct, but it is still better if the team can get there with gentle nudging and guidance vs brow beating. Brow beating might get it done faster, but it doesn't usually result in anybody learning everything (now you have to do that every time because no one is learning) and it doesn't usually make for a happy team int he long run (so now you have to hire new people because your team quit.)