Here's how you can effectively give feedback to a sales prospecting team member resistant to change.

Giving feedback to a team member resistant to change requires empathy, patience & clear communication. Here’s how you can approach such situations effectively: 1)Build Trust first by having open-ended conversations. 2)Listen to understand and not to pinpoint anything. 3)Learn about their goals and aspirations. 4)Show them that you value their contributions. 5)Bring up the feedback topic - Tell them what's your point of view. 6)Be very specific & focus on constructive suggestions. 7)Keep the conversation two-way. 8)Provide room for them to voice their discomfort. 9) The right use of words & tone can make or break things. 10)Extend your support in all possible ways while the changes are underway. Note: It's always The Team vs The Problem.

Here are some tips: 1-Start by building a relationship.It's important to have a strong relationship with your team before you give them feedback. 2-Choose the right time and place.Don't try to give feedback in the middle of a busy workday or in front of other people.Choose a time and place where you can talk privately. 3-When you give feedback, be specific about what the person did or said that you want to change.Avoid using generalizations or making personal attacks. 4-Use listen to the other person's perspective.They may have valid reasons for being resistant to change. 5-It may take time for the person to change their behavior.Be patient and supportive, and continue to give them feedback as needed.

Initiating open dialogue is a powerful step toward overcoming resistance for reasons: 1-It creates a safe space for discussion.When people feel safe, they are more likely to open up and share their thoughts and feelings. This is essential for overcoming resistance, as it allows you to understand the other person's perspective. 2-When you are open and honest with someone, they are more likely to trust you. This trust is essential for building a strong relationship and for overcoming resistance. 3-When you engage in open dialogue, you can gain a deeper understanding of the other person's perspective. This can help you to see where they are coming from and to develop strategies for addressing their concerns.

Nothing is worse than someone asking someone to change but not showing proof that changing will result in better win/close rates. No rep wants to here "because we must do it this way." Rather, they are willing to go on the journey with you, but you need to have the stories to showcase tangible results.

People are more likely to accept change if they understand its benefits when the benefits are: 1-Clear and specific:People need to be able to clearly see how the change will benefit them. Vague or general benefits are less likely to be motivating. 2-Relevant to their needs:The benefits of the change need to be relevant to the people who are being asked to change. People are more likely to accept change if they see how it will make their lives better. 3-Achievable:People need to believe that the benefits of the change are achievable. If the benefits seem too far-fetched, people are less likely to be motivated to change. 4-Timely:People are more likely to accept change if they can see the benefits in the near future.