An executive dismisses feedback as irrelevant to their role. How do you navigate this challenging situation?
When an executive dismisses feedback as irrelevant, it can create a disconnect and hinder growth. To address this, consider these strategies:
How have you successfully navigated feedback challenges with executives?
An executive dismisses feedback as irrelevant to their role. How do you navigate this challenging situation?
When an executive dismisses feedback as irrelevant, it can create a disconnect and hinder growth. To address this, consider these strategies:
How have you successfully navigated feedback challenges with executives?
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When an executive dismisses feedback as irrelevant, I shift the focus to the bigger picture. I might say, “Let’s explore how this could impact your long-term goals or the team’s success.” This keeps the conversation constructive and aligned with what matters most to them. I also tailor the feedback to connect directly with their role and challenges, showing how it ties into their leadership impact. If they’re still resistant, I ask for their perspective—it’s often about uncovering what’s really behind the pushback. By turning it into a collaborative dialogue, I help them see feedback as a tool, not a critique.
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When an executive dismisses feedback as irrelevant, approach the situation with empathy and tact. Emphasize the value of diverse perspectives by explaining how feedback can provide insights that support their strategic goals. Connect the feedback directly to their responsibilities, showing how it could impact broader organizational outcomes, like team morale or project success. Frame the feedback as an opportunity for growth and alignment with organizational values. If possible, highlight examples where other leaders have leveraged feedback to drive positive change. Maintaining respect and professionalism, create an open dialogue that allows the executive to see the benefits of considering different viewpoints.
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When an executive rejects feedback as irrelevant, there is often a deeper message behind it. Assuming trust exists between the coach and the client, it is important to explore how the executive is feeling and what those feelings mean to them. Sometimes, they might unconsciously shift focus to avoid an uncomfortable area. Asking them what worst could happen if they addressed the feedback can open up the conversation. Highlighting the opportunities within the feedback is crucial, and reframing it as "feedforward" instead of feedback can make it more constructive and forward-looking.
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Approach the situation with empathy and tact. Try to understand their perspective and concerns. Clearly communicate the value of the feedback and how it can benefit their role and the organization. If necessary, seek support from a supervisor or HR representative to facilitate a constructive dialogue.
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When an executive dismisses feedback as irrelevant, it often reflects deeper resistance. Asking them, in a curious and non-confrontational tone, to explain why they see it as irrelevant can uncover the root cause. This approach often reveals underlying concerns, misunderstandings, or misalignments that might otherwise remain hidden. Once these issues are brought to light, it becomes possible to address them constructively. As with so many challenges, asking the right questions leads to better answers and a clearer path forward.