What do you do if your clients resist or become defensive during performance evaluations?

1 Build Trust

Building trust is foundational in any coaching relationship, especially when approaching sensitive topics like performance evaluations. Start by establishing a rapport with your client, ensuring they feel heard and understood. Transparency about the evaluation process and its objectives can alleviate anxiety and resistance. Remind them that the goal is to support their growth and that their input is valuable. When clients trust that you have their best interests at heart, they are more likely to be open to feedback.

2 Listen Actively

Active listening is a powerful tool in disarming defensiveness during performance evaluations. Pay close attention to what your client is saying, and also to what they may not be explicitly stating. Reflect back what you hear to show that you are engaged and to clarify any misunderstandings. By validating their feelings and concerns, you create a safe space for your client to express themselves without fear of judgment or immediate criticism.

4 Offer Solutions

When clients resist feedback, it's often because they feel overwhelmed or unsure about how to improve. Break down the feedback into actionable steps and offer solutions or strategies to address the areas of concern. This helps clients see a clear path forward and understand that performance evaluations are not just about pointing out flaws but also about providing a roadmap for success.

5 Encourage Ownership

Encouraging your client to take ownership of their performance can reduce resistance. Empower them to set their own goals and identify areas they want to improve. When clients feel in control of their development process, they're more likely to be receptive to feedback and less defensive. This sense of ownership fosters a proactive rather than reactive approach to performance evaluations.

6 Follow Up

Following up after a performance evaluation is crucial. It reinforces that you are committed to your client's growth and are available to support them in implementing changes. Check in regularly to discuss progress, address any new concerns, and celebrate improvements. Consistent follow-up demonstrates that performance evaluations are not one-off events but part of an ongoing developmental journey.

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?