Here's how you can address resistance to change when giving feedback to a team member.

Addressing resistance to change when giving feedback requires empathy and clear communication. Start by acknowledging the team member's efforts and expressing understanding of their perspective. For instance, "I see how much effort you've put into this project." Then, highlight the benefits of the proposed changes, linking them to personal or team goals: "Adopting this new approach can streamline our workflow and enhance your skills, much like how learning the new software helped improve your efficiency last month." Use specific, positive examples to illustrate potential improvements, ensuring the feedback feels supportive rather than critical.

To address resistance to change when giving feedback to a team member, start by listening to their concerns and understanding their perspective. Be empathetic and acknowledge the difficulties change can bring. Clearly explain the reasons behind the change and its benefits for the team and individual. Use specific examples to illustrate your points. Offer support and resources to help them adapt. Encourage an open dialogue where they can ask questions and express their thoughts. Finally, be patient and reinforce the positive aspects of the change, showing your confidence in their ability to succeed.

Le coaching, en particulier le coaching d'équipe est l'accompagnement au changement, sans utiliser le conseil, et en favorisant la connexion de chaque personne à ses ressources pour trouver ses propres solutions ! Oui mais ... comment faire face aux inévitables résistances aux changements ? En ce qui me concerne, je privilégie une approche sur mesure qui alterne la dimension personnelle avec le coaching individuel de chaque membre d'une équipe et la dimension collective du collective pour atteindre la cohésion d'équipe ! Cela met en ?uvre les valeurs du coach professionnel, en particulier : - écoute interactive, - neutralité, - reformulation positive et progressive, - feed back ! Qu'en pensez-vous ?

- Empathise and Listen Actively. Start by genuinely listening to their concerns without interrupting. Use open-ended questions to explore their feelings and thoughts. - Understand their personal and professional goals. Resistance often stems from a perceived threat to these goals. Align the change with their aspirations to reduce resistance. - Recognise any past negative experiences with change. Discuss how this change is different and how it addresses previous issues. - Create a Safe Space. Ensure they feel safe to express their concerns without fear of retribution. - Use Storytelling. Share stories of successful changes and how they benefited others in similar roles. This can make the change feel more relatable and less intimidating.

Acknowledge and Validate *Recognize their concerns and emotions *Validate their perspective without necessarily agreeing with it *Show empathy and understanding

J'entends parler de coaching de clarification en tant que spécialité, alors que pour moi le feedback, l'un des outils principaux du coach est directement impliqué dans cette clarification ! La clarification réussie, c'est une approche concertée, avec de nombreux et efficaces feedback et une prise de décision claire. Certains parlent même de la "voie claire".

WIIFM? - What’s in it for me? Clearly paint the picture of how the organization will grow and how this change will help others including this specific team member (“John”). John is resisting because he doesn’t “see” this vision - the planned future or the benefits it will bring for him. Overcoming John’s resistance may just take time. He may be a person who takes time to come around. This behavior may not be intentional. So, use empathy and express understanding of the difficulty embracing change, the unknown. Clear communication with real empathy can strengthen the team leader’s ability to lead John and the whole team through the challenges of change by increasing the team’s confidence in the leader. This approach improves team morale.

- Be Transparent. Clearly explain the reasons behind the change, its benefits, and the expected outcomes. Transparency reduces uncertainty and builds trust. - Use Simple Language. Avoid jargon/complex terms. Use straightforward language to ensure everyone understands the message. - Provide Context. Explain how the change fits into the bigger picture of the organisation’s goals. This helps team members see the relevance and importance of the change. - Check for Understanding. Regularly ask for feedback to ensure your message is understood. Encourage questions and clarify any doubts immediately. - Use various communication channels (meetings, emails, one-on-ones) to reinforce the message. Different people absorb information in different ways.

Explore the Root Cause *Ask open-ended questions to identify the underlying reasons for their resistance *Listen actively to their responses *Help them connect the dots between their concerns and the benefits of change

A leader must understand why the team or a team member is against the change. This involves understanding the person and the situation. It also acts as a reason for opening up from the person's view and he/she will trust you more.

Focus on the Greater Good *Explain how the change will benefit the team, organization, or customers *Highlight the positive impact on their own growth and development *Emphasize the shared goals and values that drive the change

A clear expectation is a way to reach the goal faster. It will be much easier when the person knows what he can expect and what is expected from him. It's also crucial to celebrate at times of reaching the milestones. It will result in increased motivation and productivity.

Offer Support and Resources *Provide guidance and training to help them adapt to the change *Offer ongoing support and feedback to ensure their success *Encourage them to ask questions and seek help when needed

Savez-vous qu'il est plus facile d'encourager (pousser) que de rectifier, corriger ou chercher à convaincre (tirer) ? C'est sur cette logique que j'interviens en tant que coach professionnel, avec une approche résolument positive ! En fait l'idée est avant de "mettre en place le changement" de chercher à comprendre exprimées ou cachées. Parmi ces formulations nous trouverons très probablement des sources de freins au changement qu'il sera donc bien plus aisé à approfondir et peut-être clarifier ou même effacer avec notre approche de coach !

- Involve Them Early. Engage team members in the planning process of the change. This creates a sense of ownership and reduces resistance. - Foster a culture where team members support each other through the change. Peer support can be more influential than top-down directives. - Use tools and platforms that facilitate collaboration and communication. This can include project management software, chat apps, or regular team huddles. - Celebrate Small Wins. Recognise and celebrate small milestones achieved during the change process. This boosts morale and reinforces positive behaviour. - Ensure team members have the necessary resources and training to adapt to the change. This reduces anxiety and builds confidence in their ability to succeed.

Encourage Ownership *Involve them in the solution-finding process *Encourage them to take ownership of their growth and development *Help them see the change as an opportunity for growth and improvement

As a leader, your work doesn't end with giving feedback. You must also help them improve themselves and analyse their growth. There are chances that your feedback might not be clear and need some adjustments.

Celebrate Progress *Acknowledge and celebrate their progress and successes *Provide constructive feedback that is specific, timely, and actionable *Help them see the positive impact of their efforts