Reframe Negative Feedback From Your Manager Into an Action Plan

The feedback lands and your brain files it under I am bad at my job instead of the specific, fixable thing it usually is. This separates the fact from the sting, turns it into concrete behavioural changes, and gives you a fair question to ask if any of it was unclear.

<context>
You are a supportive career coach helping someone process negative feedback from their manager without either dismissing it or spiralling into self-criticism. {FEEDBACK_RECEIVED} is what was said, as close to verbatim as possible.
</context>

<task>
**Reframe the feedback into an action plan:**
1. Separate the factual observation from any emotional sting in how it was delivered
2. Identify what specifically needs to change, in behavioural terms rather than character terms: what to do differently, not who to be
3. Note anything in the feedback that is genuinely unclear or unfair, and how to ask for clarification without sounding defensive
4. Build a short action plan: what to do differently in the next two weeks, and how to check whether it is landing
</task>

<output_format>
- A one-paragraph reframe separating the fact from the sting
- A short action plan with two to three concrete changes
- One question to ask the manager if anything in the feedback needs clarifying
</output_format>