Dealing with clients who are resistant to feedback on their career plans can be a challenging but rewarding coaching opportunity. The key is to approach the situation with patience, empathy, and active listening. First, try to understand the root cause of their resistance—whether it's fear of change, lack of confidence, or attachment to a certain vision. Acknowledge their concerns and validate their feelings without dismissing them. Next, shift the focus from criticism to collaboration. Frame feedback as a tool for growth rather than a correction of mistakes. Use open-ended questions like, “How do you see this plan evolving?” or “What are your concerns about exploring alternative approaches?” This invites them to reflect on their goals.

Absolutely! To tackle the coaching challenge of dealing with clients resistant to feedback on career plans, focus on building a trusting relationship first. Approach the conversation with empathy, understanding their fears and motivations. Use open-ended questions to encourage self-reflection, helping them see the value in the feedback. Frame the discussion positively, emphasizing how adjustments can lead to growth and fulfillment. Share success stories of others who benefited from similar feedback, and collaborate on actionable steps that feel achievable to them.

It sounds like I'm telling this person what to do in their career, and that doesn't sound like good coaching. If my advice doesn't resonate for someone, let's find out why. Bad advice? Wrong career path? Some other mismatch? This shouldn't be about guiding someone to trust you. You might be wrong! Dig deeper into why they resist your plan or why it's demotivating. You might need to rethink the career plan. For techniques, I'm biased, but I like my Phoenix Flight Plan framework from my Life After Tech book, even if they're not coming from tech. :)

As a coach, I suggest two key strategies. First, build trust through active listening. Clients resist feedback when they feel misunderstood, so showing empathy and asking open-ended questions helps them feel heard. Second, frame feedback in a solution-focused way. Instead of highlighting what's wrong, I’d suggest practical steps that align with their goals. Providing clear examples and showing how small adjustments can lead to progress encourages openness and collaboration.

When dealing with clients resistant to feedback on their career plans, start by actively listening and validating their perspective to create a sense of trust and openness. Rather than immediately giving feedback, ask open-ended, thought-provoking questions like, "How do you think this plan aligns with your long-term goals?" or "What potential outcomes do you foresee?" This encourages self-reflection and reduces defensiveness. Finally, frame your feedback as an exploration of alternative paths, emphasizing collaboration rather than correction. This approach fosters a constructive, solution-focused dialogue.