Dealing with team members resistant to feedback in team leadership. How can you break through their defenses?

In my experience, understanding resistance begins with recognizing the underlying concerns that cause team members to push back against feedback. I deliberately engage in one-on-one conversations to uncover the root of their apprehensions, whether it be fear of change, lack of confidence, or past negative experiences. By being intentional in my listening and showing empathy, I can better appreciate their perspective and address their concerns directly. This approach often reveals insights that would otherwise remain hidden, allowing me to tailor feedback in a way that resonates with them. Ultimately, this understanding paves the way for a more constructive dialogue, reducing defensiveness and opening the door to positive change.

Understand that people come into the team with their previous experiences. The failure to corporate with the team can be as a result of previous experiences. Be patient with your team Encourage open communication and show empathy

Si el equipo que se resiste a la retroalimentación algo no hemos hecho bien o en algún momento han vivido la retroalimentación como algo negativo. En ambos casos toca partir del inicio, de dedicar tiempo de calidad para averiguar dónde se creo esa percepción y, claro, saber dar un feedback, no como algo puntual sino como un camino a la mejora. Y sí, sin confianza es muy difícil, pero eso ya es otra cuestión más profunda que afecta a mucho más que el feedback.

Effective communication is not just about what you say, but how and when you say it. I deliberately choose my words and timing carefully, ensuring that feedback is provided in a manner that is clear, respectful, and tailored to the individual's communication style. In my experience, I've found that using examples and analogies that are relevant to the team member's work can make the feedback more relatable and easier to understand. I also ensure that the communication is two-way, encouraging questions and clarifications to ensure that the message is fully understood. By being intentional in my communication approach, I can break down barriers and foster a more open and effective dialogue.

Offering support is a crucial step in helping team members accept and act on feedback. I deliberately take the time to identify the resources, training, or mentoring that could help them overcome the challenges they're facing. In my experience, I've seen how providing tailored support can make a significant difference in a team member's ability to improve and grow. I also make it a point to check in regularly after feedback is given, to ensure they feel supported and are making progress. This ongoing support demonstrates my commitment to their success and reinforces the feedback as part of a collaborative effort to achieve better outcomes.

Encouraging self-reflection is a strategy I've found effective in helping team members internalize feedback. I deliberately ask open-ended questions that prompt them to think about their actions, decisions, and the impact they have on the team. In my experience, this self-reflection often leads to valuable insights that can motivate them to make changes without feeling forced. By guiding them to arrive at their own conclusions, I empower them to take ownership of their development. This approach not only reduces defensiveness but also fosters a sense of personal responsibility for growth.

I employ empathy and strategic communication. I establish trust by acknowledging their perspective, showing appreciation for their efforts and highlighting their strengths. I then tailor my feedback approach to their individual needs, using specific, data-driven examples and framing it as a growth opportunity. I also ask open-ended questions, encouraging self-reflection and ownership of the issue. By creating a safe, non-judgmental space and focusing on collaborative problem-solving, I help them see feedback as a valuable tool for growth and improvement, rather than a personal attack. This helps to diffuse defensiveness and fosters a receptive mindset, allowing us to work together towards positive change.

Reinforcing positives is a strategy I use to balance feedback and ensure it is received constructively. I deliberately highlight the strengths and successes of team members, making sure they understand that feedback is aimed at enhancing their capabilities, not diminishing them. In my experience, emphasizing what they are doing well builds their confidence and makes them more receptive to areas where they can improve. This positive reinforcement creates a more supportive environment, where team members feel valued and motivated to continue developing their skills. By being intentional in acknowledging their achievements, I can help them see feedback as a tool for further success, rather than criticism.