In order to break through a client's resistance to constructive feedback, start by fostering open communication and building trust. Acknowledge their perspective and show empathy, ensuring they feel heard and understood. Use collaborative language, such as, “I understand where you’re coming from—let’s explore this together.” Adjust your approach by framing feedback in a way that aligns with their goals and values, showing how it benefits them directly. Ask open-ended questions to encourage self-reflection, such as, “What do you think might happen if we tried this approach?” or “How do you see this change impacting your progress?” If resistance continues, consider smaller, incremental feedback steps to make changes feel more manageable.

When a client dismisses constructive feedback, breaking through resistance starts with building trust and showing them the value of the guidance you provide. Begin by openly acknowledging their perspective and fostering a collaborative dialogue, reassuring them that feedback is a tool for their benefit and growth. Present your insights with specific data, metrics, or examples, which offer objective support and make the feedback less about opinion and more about observable trends. This approach shows that your guidance is fact-based and targeted to achieve their goals.

When a client dismisses constructive feedback, build rapport and understand their perspective to create a foundation of trust. Use data and examples to support your points, making the feedback more tangible. Communicate with empathy, acknowledge their concerns, and seek to find common ground that aligns with their goals. Encourage an open dialogue and reinforce the mutual benefits of the feedback, aiming to create a collaborative atmosphere that fosters acceptance and progress.

When a client seems disengaged, revisiting their "why"—the core reasons they started this journey, can help. I also like to see if there has been any kind of significant shift in their life. If so, taking a step back to re-evaluate the plan may be necessary. A short pause is better than a hard stop. Another option is to have them explore a new a mini-goal, something they can achieve relatively quickly, to help rebuild momentum and enthusiasm.

Ask open-ended questions to understand their concerns. For example, “Could you share more about how you’re feeling regarding the feedback?” Shift the focus from “giving feedback” to “exploring growth opportunities together.” Frame feedback as an invitation for improvement, not criticism. For instance, “Let’s explore what might help you feel more empowered to achieve your goals.” Start with affirming their strengths and recognizing any progress they’ve made. Positive reinforcement builds rapport and makes them more receptive to new ideas. Pose reflective questions that guide them toward insight, such as, “How do you feel about your current strategies? Is there anything you’d like to do differently to achieve your goals?”