To address performance issues with a resistant team member, approach the conversation with empathy and clarity. Begin by sharing specific examples of the performance gaps and invite them to share their perspective. Listen actively to understand their concerns or reasons for resistance. Once you’ve established a mutual understanding, collaboratively set clear, measurable goals and outline any support they might need to meet these expectations. Reinforce their value to the team while remaining firm on the necessary improvements, ensuring that both feedback and follow-ups are consistent, fair, and constructive.

When I was leading a team through a challenging project, a resistant team member's feedback was a roadblock. I approached them directly, addressing their concerns head-on. We discussed how their performance was impacting the team and what changes were needed. By showing that I valued their input, I encouraged them to take ownership of their role. This transparency and directness often turn resistance into collaboration, aligning their goals with the team's success.

Agende uma reuni?o privada para discutir as quest?es de desempenho, permitindo que o membro se sinta seguro para expressar suas preocupa??es. Utilize uma abordagem baseada em dados, apresentando exemplos específicos de comportamento ou resultados que precisam ser melhorados, em vez de fazer críticas pessoais. Escute atentamente a perspectiva do membro e busque entender suas dificuldades. Trabalhe em conjunto para criar um plano de a??o que inclua metas claras e prazos, oferecendo suporte e recursos necessários para ajudá-lo a melhorar. é importante manter um acompanhamento regular para avaliar o progresso e ajustar o plano conforme necessário, refor?ando seu compromisso com o desenvolvimento do membro da equipe.

When a leader is experiencing resistance to feedbacks a golden rule is to stick to the facts and to the data and to be as objective as possible. Moreover even negative feedbacks must be expressed in a "positive" way. The leader must clearly underline what went (or is going) wrong but the focus must be on what can be done to change the final outcome

"Tackle Resistance with Empathy—Turn Challenges into Growth!" When facing resistance from a team member, start by listening to their concerns. Acknowledge their feedback, but stay focused on the performance issues at hand. Approach the conversation with empathy, making it clear that the goal is improvement, not criticism. Be specific about the areas that need change and offer support or resources to help them grow. By balancing honesty with encouragement, you can turn resistance into an opportunity for development and strengthen their commitment to the team’s success!