Trainers and trainees clash over feedback. How do you navigate this conflict effectively?

Navigating conflicts between trainers and trainees over feedback requires a balanced approach. 1. It starts with acknowledging the conflict. 2. Welcome everyone for an open discussion. 3. Do expectation and goal analysis. 4. Focus on Constructive Feedback. 5. Work on the gaps. 6. Focus only on improvement and collaboration. 7. Monitor and follow up if the conflict is resolved or not. 8. Always promote a positive Learning Environment.

1. Get clear feedback statements from Trainer and Trainees with data on why they say so 2. Analyse the data and present the facts in the form of a table with two columns, Already working well and Areas of Improvement 3. Get into a discussion with the Trainer and Trainees presenting the facts in the table, come to an agreement and take the way forward for future trainings 4. Feedback should be feed forwarded into sessions for their effectiveness and success of any training else there is no use of taking feedback!

Clarify the Purpose of Feedback: Establish at the beginning of the training session that feedback is a tool for growth. Both trainers and trainees should understand that the goal is improvement, not criticism. Feedback Guidelines: Agree on feedback etiquette, ensuring it is specific, actionable, and constructive.

Navigating feedback conflicts between trainers and trainees requires empathy and clear communication. Start by creating a safe space for open dialogue where both parties feel heard. Trainers should offer constructive feedback with specific examples and actionable advice, while trainees should voice their concerns respectfully and seek clarification if needed. Foster a culture of mutual respect and continuous improvement, emphasizing that feedback is a tool for growth, not criticism. By focusing on shared goals and encouraging collaborative problem-solving, conflicts can transform into valuable learning opportunities for everyone involved.

Start by acknowledging that there’s a conflict. This step validates the concerns of both parties and sets the stage for resolution. Encourage an open and respectful conversation between trainers and trainees. It’s important to create a safe space where everyone feels heard.

Active Listening: Ensure both parties feel heard. Encourage trainers and trainees to share their perspectives openly. Active listening can prevent misunderstandings. Mediation Role: As a facilitator, mediate the conversation to keep it focused on facts rather than emotions.

Being good Listener is always the habit which makes you out stand in between everyone. 1. Concentration is what others are saying and trying to 2.Open Talk is what we need

By attentively and empathetically listening to both parties, underlying concerns and miscommunications can be uncovered. This approach encourages an environment of trust, where trainers feel heard and understood, while trainees are able to express their perceptions without fear of dismissal. Active listening also helps in identifying nuances in tone and intention, allowing for a more informed and measured response that addresses the core issues. Ultimately, it fosters a collaborative dialogue, diffusing tension and paving the way for constructive feedback exchanges.

Ensure that both trainers and trainees have an opportunity to express their views. Understanding the underlying reasons behind their perspectives can help in finding common ground. Sometimes, feedback is perceived negatively because of how it’s delivered or received. Clarifying the intentions behind the feedback can help reduce misunderstandings.

El ser humano fue dotado del habla aunque con solamente una boca. Sin embargo nos pusieron dos orejas... El secreto del aprendizaje está en la cantidad de Preguntas que se puedan formular sin dar una respuesta, haciendo que esa interrogación lleve a la "verdad". Escuchar y preguntar "repitiendo" las afirmaciones de los alumnos es llevarlos a reflexionar y descubrir si sus respuestas son reflexiones o dichas "para decir algo" en cuyo caso se tornan en insostenibles y son descartadas por el mismo que las formuló..

Si se trata de construir o mejorar, no caben las confusiones o ambigüedades. La retro debe centrarse en acciones específicas de mejora, no en situaciones personales. Resalta siempre lo positivo e incluye los beneficios que han traído al equipo o al área y después agrega los comentarios constructivos. Lo ideal es lograr un balance entre ambos tipos de info. Enfatizar que se hablará y expondrán soluciones o iniciativas para mejorar conductas. Nunca se juzga o cuestiona a la persona. El proceso debe mantenerse siempre en un entorno de respeto, cuidado y bienestar.

Offer guidance on how to give and receive feedback constructively. This might include techniques like the “feedback sandwich” (positive feedback, followed by constructive criticism, then ending with positive reinforcement). Encourage feedback that focuses on specific behaviors or outcomes rather than personal traits. This makes the feedback more actionable and less personal.

Align Objectives: Remind both parties that their shared goal is learning and development. Reframe the conflict in terms of how it impacts achieving that objective. Collaborative Solutions: Encourage collaboration in finding solutions. For instance, if trainees feel the feedback is too harsh, work together to agree on a more supportive feedback style.

Feedback is what's so necessary now a days to get to know about what's the situation was about, Feedback's helps us improves the Need & measures we need to follow from moving forward

El capacitador es un Facilitador y NO un indicador. Las declaraciones en primera persona son reactivas en sí mismas.. Los alumnos mismos deben descubrir lo que se puede mejorar y no respondiendo a indicaciones del instructor. Convencer es Vencer Con y NO Vencer a... PREGUNTAR es el secreto... esa es la habilidad que debe desarrollar el que desea que los caminos y las actitudes se modifiquen.. para que la Respuesta la elaboren los propios asistentes.. con vencidos...

Emphasize that both parties share a common goal – the trainees’ growth and development. Focusing on this shared objective can help reduce tension. Reinforce the importance of mutual respect in the feedback process. Both constructive criticism and positive reinforcement should be part of the dialogue.

Acknowledge Emotions: Recognize that feedback can trigger emotional responses. Acknowledge these feelings without letting them dominate the conversation. Maintain Professionalism: Reinforce the importance of professionalism. Both trainers and trainees should focus on the content of the feedback rather than personalizing it.

Model Good Feedback: Trainers should lead by example by offering balanced feedback that highlights strengths while addressing areas for improvement. Role-playing Sessions: If possible, introduce role-playing exercises where both trainers and trainees can practice giving and receiving feedback in a controlled environment.

If the conflict escalates, consider involving a neutral third party to mediate the discussion. This person can help both sides understand each other’s perspectives and work toward a solution. Engage both parties in finding solutions. This could involve setting new expectations for how feedback is given and received or revising the feedback process to make it more effective for everyone.

Summarize Points of Agreement: After both sides have shared their views, summarize the key points of agreement and disagreement. Action Plan: Develop an action plan to address the feedback-related issues. This might include follow-up sessions, changes in communication style, or adjusting feedback formats.

After resolving the conflict, follow up with both trainers and trainees to ensure the solution is working and the relationship is improving. Be open to making further adjustments based on feedback from both parties. Continuous improvement is key to maintaining a positive learning environment.