Here's how you can conquer resistance to feedback and evaluation as a leader.

Believe in "them". As an instructional coach, my main tool was a "Collaborative Assessment Log" developed by the New Teacher Center. After observing them (yes, you need 1st hand experience), have a conversation with them (80% them, 20% you) on: 1. what went well, 2. what was challenging, 3. which one of the challenges do they want to work on now, 4. what are 3-5 steps to address that challenge, and then (my favorite) how would they like you to help them. Sure, alternatively, you may choose to spot the best "leverage" for their growth and convince them to do it, but the best source of understanding all of the elements that caused their challenge is them...not you. The more they invest in feedback, the more they will invest in change.

Firstly, develop a second EGO that is bigger than your current ego.. If someone offers you critique, recognise that it stings a little. That's ego. However, train your bigger EGO to pat your smaller ego on the (virtual) shoulder and say words to the effect : 'Congratulations for creating the environment that you could have such a conversation!'.. If you're not getting any constructive feedback (to do things better) it's either because people don't think you care, or they don't think you can change. Both is a failure of leadership.

Imagine feedback as your secret weapon for leadership excellence rather than a dreaded obstacle. To conquer resistance, start by flipping the script: view feedback as a golden opportunity to elevate your game, not just a critique. Create a culture where feedback feels like a collaborative adventure rather than a critique session. Show your team how it’s done—actively seek out feedback, celebrate your own learning moments, and demonstrate how you turn insights into impactful actions. By making feedback a cornerstone of your leadership journey, you not only enhance your own growth but also inspire your team to see evaluation as a thrilling path to success. Embrace feedback, and watch your leadership soar!

Embrace a Growth Mindset Cultivate Openness: Foster a culture where feedback is viewed as an opportunity for growth rather than criticism. Encourage your team to see feedback as a chance to improve skills and performance. Lead by Example: Demonstrate your willingness to receive feedback. Show your team that you are open to suggestions and eager to learn from others. This sets a positive tone and reduces resistance.

Conquering resistance to feedback begins with empathy. Empathy, the ability to experience things from different perspectives, is a vital, learnable skill. As a leader, start by letting recipients know you welcome their questions and comments. If defensiveness arises, ask, "What are your thoughts so far?" This invites dialogue and shows you're a partner, not an adversary. Conclude with, "How can I support you?" to reinforce your role in their success. Embracing empathy transforms feedback into a constructive, collaborative process, leading to growth and improvement.

Clear communication about the purpose and process of feedback and evaluation is crucial. Make sure your team understands that these are not punitive measures but opportunities for personal and professional growth. Set expectations early on by explaining how feedback will be given, received, and acted upon. When team members know what to expect, they're less likely to feel ambushed and more likely to engage positively with the process.

Begin by outlining what the recipient can expect during the feedback session. Explain the process, the purpose, and the goals upfront. Transparency helps reduce anxiety and build trust. Let them know that the feedback aims to support their growth and improvement, not to criticize. Clearly stating that you’re open to their input and questions helps to create a collaborative atmosphere.

To conquer resistance to feedback and evaluation as a leader, start by clearly communicating their purpose as tools for growth, not punishment. Share my experience: early in my career, I struggled with feedback, seeing it as criticism. Setting clear expectations about the process helped me and my team see feedback as a chance for improvement. One helpful tip: use a structured approach, like the SBI model (Situation-Behavior-Impact), to give specific, actionable feedback. This clarity reduces anxiety and encourages positive engagement.

Think of Trust as being along two dimensions. Motivation: Are you trying to do the right thing? Capability: Do you have the necessary skills and confidence to apply them? Fostering trust means you need to max on both. When ever you ask the question 'Do I trust <insert person>?' consider along those two lenses. Too many people only think about motivation. Happy amateurs who think they're a Tech genius because they've used ChatGPT or they've posted to a chat forum aren't as useful as people who've been formally trained and tested in a professional environment. Don't be a happy amateur. Build depth to your capability and test it in the real world.

Trust is the bedrock of leadership. Consistent actions, clear communication, and fairness build this foundation. People need to believe in you to follow your lead. Be real, be honest, and always be fair. Show your team you care about their growth by giving them honest feedback – the good and the bad. When they know you’ve got their backs, amazing things can happen.

Leaders should also engage in regular one-on-one check-ins to further solidify this trust and understand individual aspirations and challenges. Also, fostering a culture of accountability, where leaders openly acknowledge their mistakes, can significantly enhance trust. Encouraging peer feedback and collaboration also helps create a supportive environment where everyone feels valued and heard. As my book Skill Up as You Scale Up emphasized, "Another way of building trust is asking for and being open to constructive feedback." By consistently demonstrating integrity and showing genuine care for team members' growth, leaders can build a foundation of trust that facilitates open communication and continuous improvement.

Build Trust and Rapport Establish Trust: Create a safe environment where team members feel comfortable sharing their honest opinions. Trust is the foundation of effective feedback. Communicate Clearly: Be transparent about the purpose of feedback. Clearly explain how evaluations will help the team and individuals grow. When people understand the why, they are more likely to be receptive.

As a leader, overcoming resistance to feedback starts with building trust. From my experience, consistency and transparency in evaluations are key. Be fair and clear, offering specific, actionable feedback balanced with positive reinforcement. A helpful tip I've found is to focus on the individual's growth, showing genuine commitment to their development. This approach not only fosters trust but also encourages a more open and receptive attitude towards feedback, making it easier to guide and support your team.

Encourage Two-Way Communication Invite Feedback on Feedback: Ask your team how they perceive the feedback process. This shows that you value their opinions and are willing to make improvements. Listen Actively: Pay attention to your team's responses and concerns. Active listening demonstrates respect and helps you understand their perspectives.

To conquer resistance to feedback and evaluation as a leader: Make feedback a two-way dialogue. Encourage your team to share their thoughts and insights, which helps them feel valued and understood. In my experience, creating a collaborative environment where feedback flows freely has been key. One thing I've found helpful is to actively listen and acknowledge each person's perspective. This approach not only fosters a sense of ownership and accountability but also promotes a culture of continuous improvement.

La retroalimentación es clave para mejorar y adecuar nuestra conducta al trabajar en equipo. Ahora, ?cómo haces como líder para vencer la resistencia natural al feedback y la evaluación en tu equipo? Predica con el ejemplo. Modela lo que quieres que otros hagan. Fomenta el diálogo abierto en tu equipo. Muéstrate abierto recopilar comentarios sobre tu gestión y actúa como esperas que otros lo hagan al dar feedback. La retroalimentación nunca debe ser una calle de un solo sentido, es de dos vías. Fomenta el diálogo bidireccional pidiendo la opinión y perspectiva de tu equipo. Esto facilita un entorno colaborativo en el que los comentarios se intercambian libremente. El diálogo fomentará un sentido de pertenencia y compromiso.

Providing support after giving feedback is crucial for fostering a culture of continuous improvement and growth. By offering training, mentoring, and resources, leaders demonstrate their commitment to their team's development, which in turn enhances employee engagement and motivation. This approach not only helps individuals overcome obstacles but also builds a resilient and high-performing team capable of driving innovation and achieving strategic goals.

Conquering resistance to feedback as a leader starts with creating a supportive environment. I've found that offering training, mentorship, and resources is key. This not only helps team members feel valued but also encourages them to see feedback as a growth opportunity. In my experience, when people know you're invested in their development, they're more open to constructive criticism. The support we provide can transform resistance into a positive force for continuous improvement.

Recognize and Reward Progress Celebrate Successes: Acknowledge improvements and successes. Positive reinforcement encourages continued effort and reduces resistance to future feedback. Highlight Growth: Show how feedback has led to positive changes. When team members see tangible benefits, they are more likely to embrace feedback.

Conquering resistance to feedback and evaluation is essential for leadership effectiveness. By fostering a growth mindset, building trust, providing constructive feedback, encouraging two-way communication, choosing the right timing and setting, offering support, recognizing progress, and promoting continuous learning, you can transform resistance into receptiveness. Embrace these strategies to create a feedback culture that drives growth and success for both you and your team.

Lead by example by being open to feedback yourself. Foster a culture of continuous improvement where feedback is seen as an opportunity for growth rather than criticism. Clearly communicate the benefits of feedback and how it aligns with personal and team development. Use positive reinforcement and acknowledge improvements to build trust and encourage receptiveness. Create a safe and supportive environment where team members feel valued and respected during the evaluation process.

There are a few aspects to this. First, you need to have a safe culture where people don't fear admitting mistakes, speaking up, sharing problems, etc. If the culture is one of fear and compliance, you will always have a hard time giving feedback because of that. Get the culture right first. Second, accept feedback yourself. Ask for it and tell people thank you when they share it. Why would you expect others to receive it if you don't yourself? Third, actually care about the person. People generally receive feedback better when they know the person doing it cares about them as a person.