What do you do if you face resistance when giving feedback to Training and Development (HR) professionals?

If facing resistance when giving feedback to Training and Development (HR) professionals, approach with empathy and understanding ??. Clearly communicate the purpose and benefits of feedback ???. Provide specific examples and constructive suggestions for improvement ??. Offer support and resources to address concerns and encourage open dialogue ??.

Understanding the underlying factors of resistance to feedback is crucial for addressing and mitigating it. This resistance can stem from various sources: Feedback Delivery: When feedback is perceived as confrontational or accusatory, it can provoke resistance. Feedback Nature: Resistance can occur if the feedback is vague and lacks objectivity Feedback Timing: The point in time when feedback is provided can influence how it’s received Feedback Setting: Offering feedback publicly rather than privately can lead to discomfort and resistance. Feedback Consent: Failing to seek consent before providing feedback can cause the recipient to resist. Each of these factors requires a tailored approach to effectively manage and overcome the resistance.

When facing resistance giving feedback to HR professionals, approach with empathy and clarity. Build rapport, emphasize mutual goals, and provide constructive feedback on behaviors. Listen actively, address concerns, and offer support for skill enhancement. Foster a growth mindset and collaborative environment for professional development.

Having worked with over 72 clients across the world, the one learning I have had when giving feedback. "ASK, DON'T TELL". It's always tempting to provide feedback , but do you know the full story? There is always a reason why certain companies, HR and L&D work in a certain way. Here are a few tips I often use: 1) Be curious - Ask open ended questions 2) Be humble- acknowledge the fact that you may not know everything, but based on your experience and industry best practices, tell them you have some observations 2) Be an explorer - Learn the art of giving feedback through curious questioning - "I have noticed that you do things in a certain way. While this is not a standard practice, I am curious to know and learn how this is done here?"

Many have mentioned the importance of understanding (and asking) the feedback giver, and I wholeheartedly agree, but I think equally important is to understand the perceived nature of the relationship between myself and the recipient of the feedback: I may be above them in the management chain, but are there other dynamics that might impact their relationship with me (and therefore the feedback I've given)? Do they see me as the "new kid on the block?" Are there other relational components (culture, history, other) that might impact things? This kind of information can lend critical insight into potential resistance to my feedback, as well as potential solutions.

When encountering resistance while giving feedback to Training and Development (HR) professionals, clarity is paramount. Offer specific, objective, and actionable feedback, steering clear of vagueness. Illustrate areas for improvement with concrete examples, focusing on behavior or outcomes rather than the individual. This approach fosters a professional, non-personal context, mitigating defensiveness and promoting open dialogue for constructive enhancements.

In addressing resistance, nurturing openness and trust is pivotal. Foster a dialogue where Training and Development professionals feel empowered to share concerns and perspectives. Actively listen, remaining open to adjusting feedback based on new insights. This collaborative exchange not only surmounts resistance but also cultivates ownership of the development process, driving professional growth and success.

In navigating resistance, fostering openness and trust is paramount. Create a space where Training and Development professionals feel empowered to share their concerns and perspectives openly. Listen actively, remaining receptive to adjusting feedback in light of new insights. This collaborative exchange not only overcomes resistance but also instills ownership of the development process, catalyzing professional growth and success.

O acompanhamento regular após fornecer feedback é essencial para garantir que ele seja efetivo e conduza a melhorias contínuas. Marcar reuni?es frequentes para discutir o progresso e abordar preocupa??es mostra um compromisso com o desenvolvimento contínuo e demonstra que o feedback n?o é um evento isolado. Esses check-ins n?o apenas ajudam a ajustar planos e estratégias, mas também fortalecem a comunica??o, celebram sucessos, e criam um ambiente de trabalho mais colaborativo e motivador. Isso, por sua vez, beneficia tanto o desenvolvimento individual quanto o desempenho da equipe.

Giving feedback to HR and any function of HR by it's customer is the most strategic and critical role process. However if customers do not feel comfortable in giving feedback is a serious matter for CHRO to understand and address why customers are feeling difficult to give feedback. HR's basic job is to create an environment of trust, confidence and comfort where any customer/employee regardless of age, gender, colour etc always feel comfortable to give feedback whether it's training and development or any other function. To create this level of comfort, it is HR Head/CHRO to reduce communication gaps through well planned OD interventions.

Take a proactive approach to addressing resistance by fostering a culture of feedback and continuous improvement within your HR team. Encourage open dialogue and constructive feedback exchanges among team members, emphasizing the importance of professional growth and development. Provide training and resources on effective feedback techniques and communication skills to help team members navigate difficult conversations and overcome resistance. Additionally, lead by example by soliciting feedback from your team and demonstrating a willingness to listen and adapt. By creating a supportive environment for feedback, you can promote a culture of accountability, trust, and collaboration within your HR team.

Host a "Feedback Festival" event specifically tailored for Training and Development professionals within the organization. This festival would create a supportive and non-threatening environment for giving and receiving feedback. Feedback Festival Event: Create a supportive environment for giving and receiving feedback. Interactive Workshops: Offer training on effective feedback delivery. Feedback Stations: Provide anonymous channels for specific feedback submission. Peer Feedback Sessions: Facilitate structured feedback exchanges among HR professionals. Feedback Artifacts: Encourage creative expression of feedback through art, poetry, etc. Feedback Awards: Introduce playful awards to incentivize participation and improvement.