Slow it down. Set goals. Explore every corner of where they're succeeding. Talk through the positive aspects of the changes you need to be implemented. Take feedback from them, and show them how to handle constructive criticism. At that point, if they're resistant, then maybe it's just not a fit, but always stay positive and give it your best effort.

Building trust and safety is key here. They often don’t want to engage because of that or maybe it’s not the right mechanism and they have been forced to engage with it. Either way finding out what’s at the root of it is key. Making this a safe space to literally bare all, be a mess, admit you haven’t got it together is a game changer for the relationship. Or agree to part ways and sell that back into the sponsor if it wasn’t their call. Coaching literally is impossible to do if the person isn’t open.

é preciso ter uma comunica??o transparente e estar disposto a ouvir ativamente. Ou?a com empatia, sem julgamentos. Enfatize as qualidades do profissional e traga os pontos de melhoria. Se for o caso, sugira treinamentos específicos.

When a sales trainee puts up walls against feedback, don’t bulldoze through—be the locksmith. Start by recognizing their achievements. This isn't about flattery; it’s about establishing common ground and trust. Once they feel seen, shift to "what’s in it for them." Relate feedback to their personal growth and goals. For a seasoned rep I coached, the pivot was showing how new skills could up their close rates, not just tick a box. Use open-ended questions like, "How do you see this helping your next pitch?" This engages them in the solution rather than feeling attacked. Pair feedback with actionable steps that respect their style. Breakthrough isn’t about forcing change; it’s about guiding them to want it.

When dealing with a sales rep resistant to feedback, breaking through their defenses requires patience and empathy. Start by creating a safe, non-confrontational environment for open dialogue. Ask questions to understand their perspective and listen actively to their concerns. Frame feedback as a partnership for growth, focusing on how it can help them achieve their goals. Share specific examples to clarify your points and avoid general criticism. Highlight their strengths first, then introduce areas for improvement. By showing genuine interest in their success and involving them in the process, you can gradually overcome their resistance and foster openness to coaching.