Emotional Intelligence is the ability to recognize, understand, and manage one's own and other's emotions. As a feedback "giver" the following traits can help in delivering the message to team members. - Prepare for the feedback by clarifying the purpose, criteria, and evidence of feedback. - Deliver the feedback by using the right tone, language, and body language, and balancing praise and criticism. - Follow up on the feedback by providing support, guidance, and recognition of the feedback receiver.

Start by expressing your agreement with their perspective, showing empathy while at the same time reducing defensiveness. Use as calm a tone as possible, and focus on behaviors and not personality. Shorten this frame into something that is constructively positive instead, such as, "I see things I can improve upon in..." rather than criticism. Take the time to ask open ended questions finding out why they are hesitating and get them involved in creating the solution. For example, just a few years ago, a designer consistently overcome resistance to my input, until I reframed my input as collaboration. This approach alongside builds trust by proving that you care more about their growth than correction.

When I encounter such a situation, my approach is to understand why my team member is reacting this way. I focus on addressing the root cause of the issue, rather than just the behavior itself. To do this, I always approach the conversation calmly and composedly, regardless of my own frustration. I typically start by asking open-ended questions, actively listening to their response, and clarifying or redirecting as needed. In most cases, we're able to work together to resolve the underlying issue and reach a mutual agreement on the original topic. Once the situation has de-escalated, it's important to help the team member understand what happened and explain why similar behaviors should be avoided in the future.

When feedback feels like a brick wall, emotional intelligence is your secret weapon. Instead of pushing harder, listen actively, acknowledge emotions, and stay calm. By fostering trust and showing empathy, you can transform resistance into growth. It’s like turning a flat tire into a smoother ride—patience and understanding make all the difference.

To address a team member's resistance to feedback, use emotional intelligence by empathising with their point of view. Approach them personally and actively listen to comprehend their issues. Communicate your comments clearly and constructively, emphasising specific behaviours and their consequences. Encourage honest communication, acknowledging their emotions and cultivating mutual regard. Highlight the common aims and advantages of partnership. Give them assistance and tools to help them assimilate the feedback. Consistently follow up and acknowledge improvements, fostering a pleasant and trusting connection that promotes openness to criticism.