How can you communicate with team members who are not open to feedback in brand strategy?

1 Understand the root cause

Before you approach a team member who is not open to feedback, try to understand why they are behaving that way. Are they insecure about their skills or performance? Are they afraid of losing control or status? Are they overwhelmed by the workload or expectations? Are they unclear about the goals or criteria of the brand strategy? By identifying the underlying emotions and motivations, you can tailor your communication style and message to address their concerns and needs.

2 Choose the right time and place

Timing and setting are important factors for delivering feedback effectively. Avoid giving feedback when the team member is busy, stressed, or distracted, as they may perceive it as an interruption or a criticism. Instead, find a suitable moment and place where you can have a private and respectful conversation, without interruptions or distractions. This will help you create a safe and comfortable space for both of you to share your perspectives and opinions.

3 Use the sandwich method

The sandwich method is a popular technique for giving feedback that involves sandwiching a constructive criticism between two positive comments. This helps to balance the feedback and reduce the negative impact on the team member's self-esteem and motivation. For example, you can start by praising their strengths or achievements, then point out an area for improvement or a suggestion, and then end with another compliment or encouragement. This way, you can show them that you appreciate their work and value their contribution, while also helping them grow and learn.

4 Ask open-ended questions

Another way to communicate with team members who are not open to feedback is to ask open-ended questions that invite them to reflect and respond, rather than telling them what to do or think. For example, you can ask them how they came up with their idea, what they think are the benefits and challenges of their approach, how they would measure the results or impact of their work, or how they would handle a potential scenario or feedback from a client or stakeholder. By asking open-ended questions, you can stimulate their curiosity and creativity, encourage them to consider different perspectives and alternatives, and foster a dialogue and collaboration.

5 Provide specific examples and evidence

One of the reasons why some team members may not be open to feedback is that they may not understand or agree with your point of view or rationale. To avoid this, you need to provide specific examples and evidence that support your feedback and demonstrate its relevance and value for the brand strategy. For example, you can use data, metrics, research, best practices, case studies, or testimonials to show them how your feedback can help them achieve the objectives, meet the standards, or solve the problems of the brand strategy. By providing specific examples and evidence, you can make your feedback more clear, credible, and convincing.

6 Follow up and support

Finally, after you have communicated your feedback, you need to follow up and support your team member to ensure that they have understood and accepted it, and that they have taken action to implement it. You can do this by checking in with them regularly, asking them about their progress, challenges, or questions, offering them additional resources or guidance, or acknowledging and celebrating their improvements or achievements. By following up and supporting your team member, you can show them that you care about their success and satisfaction, and that you are willing to help them grow and excel in their brand strategy work.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?