What do you do if your colleagues are resistant to receiving feedback?

I love people voicing their resistance, as I creates an opportunity to get to the bottom of the problem. So for me, resistance means real progress. The systems theory (through the iceberg visual) shows us that the deeper your intervention, the greater the resistance. At the very bottom of the iceberg, you find someone's core values. If you manage to expose those, you can ask fundamental questions as to where someone's resistance comes from. That dialogue opens up the way to progressing on an issue. #embraceresistance :)

The first step is to be curious. Sometimes I've faced resistance because of insecurity. But there has also been times when my feedback faced resistance because I did not fully understand someone's context. I'd start by naming that I'm invested in the other person's growth and want them to succeed. I'd then get curious. Sometimes there are structural challenges that we don't know about or conversely, we have a sense of the bigger picture that they may not be privy to. But you won't be able to move forward without knowing.

There is a reason they are resisting the feedback, most of the time its past negative experience and other reasons such as not being used to having accountability and crucial conversations, after all feedback is a 2 way conversation. Once you unpack that reason, you need to consider their emotional state and pick a good timing to provide the feedback unless it can't wait

To overcome resistance to feedback, do the following. 1. Listen carefully to your colleagues and identify their concerns. 2. Show them the value of the feedback being given and its alignment with their personal and business goals. This process should facilitate their understanding and buy-in. 3. Show empathy, support, and encouragement.

I start by understanding their resistance, empathizing with their perspective, and recognizing their unique concerns. Through open dialogue, I uncover the root cause, whether it's fear of criticism or a lack of trust. Tailoring my approach, I emphasize the benefits of feedback for growth and success. By showing genuine empathy and support, I aim to build trust and create a more receptive environment for feedback.

Building trust involves consistency, transparency, and empathy. I prioritize open communication, follow through on commitments, and demonstrate genuine care for my colleagues' well-being. By being reliable and honest, I show that I can be trusted. I also actively listen to their concerns, validate their feelings, and offer support when needed. Through these actions, I cultivate a sense of safety and reliability, fostering stronger relationships and a more positive work environment.

Building trust is key to offer valuable input. Begin by showing regularity, equity, and honesty in your interactions with colleagues. Show empathy and understanding for their viewpoints and problems. Demonstrate genuine interest in their professional progress and offer assistance as needed. By constantly showing these qualities, you can foster a trusting relationship in which colleagues feel comfortable receiving feedback as a tool for growth rather than condemnation. This trust serves as the foundation for healthy communication and collaboration in the workplace.

To build trust it's a good idea to have a consistent approach to 1-1's and team meetings. Invite your team to share their thoughts on how these should work, how frequent, content etc. 1-1's should be a place where two way feedback is invited and welcomed. If this is new to your team then embrace the awkwardness and silence to begin with. It will get easier as time goes on.

As a leader who values individuality, I recognize the significance of tailoring my approach. Understanding each person's unique qualities allows me to communicate effectively and provide feedback in a manner that resonates with them. By acknowledging their strengths and challenges, I foster a culture of respect and empowerment. This personalized approach not only builds trust but also cultivates a cohesive team dynamic where everyone can thrive.

Consider different folks, different strokes, some prefer audio (spoken words, conversation, dialogue), some prefer visual (email, letter, chat, something in writing including a graph or table or something graphic to illustrate the key point or points). If need be you might enlist the support of deputies or others to present the feedback in a more palatable and acceptable manner.

Effective communication requires a tailored strategy to providing feedback. Recognise that people have varied preferences and react differently to feedback. Pay attention to how each colleague prefers to receive information and tailor your communication accordingly. This could include setting up private sessions for sensitive input, using positive wording to frame constructive criticism, or providing detailed examples to back up your points. By tailoring your approach to each individual's needs, you can boost receptivity and foster a more supportive environment for growth and development.

If colleagues resist feedback: Assess: Understand their concerns and motivations. Build Rapport: Strengthen the relationship and establish trust. Choose Timing: Select the right moment for feedback. Be Constructive: Frame feedback positively and offer solutions. Respect Boundaries: Adapt feedback delivery to their preferences. Use Active Listening: Validate their perspective and address objections. Offer Support: Provide resources or assistance if needed. Follow Up: Check in periodically to gauge progress and offer further assistance.

If colleagues resist feedback: Initiate Dialogue: Create a safe space for open communication. Listen Actively: Understand their concerns and perspective. Validate Feelings: Acknowledge their resistance without judgment. Highlight Benefits: Emphasize how feedback fosters growth and development. Share Intentions: Explain your desire to support their success. Offer Options: Provide flexibility in receiving feedback (e.g., written vs. verbal). Encourage Collaboration: Seek their input on potential solutions. Follow Up: Check in periodically to assess their comfort level and progress.

Fostering open dialogue is key to our success. I create an environment where everyone feels heard and valued. By encouraging communication, we exchange ideas, address concerns, and collaborate effectively. This dialogue promotes understanding, innovation, and trust among team members, driving us towards our shared goals.

Encouraging communication is critical for efficient feedback sharing. Invite your colleagues to express their opinions and participate in open-ended discussions regarding the feedback. By asking questions and attentively listening to their responses, you show respect for their opinions and promote a collaborative environment. This strategy not only clears up any ambiguities, but it also encourages colleagues to take charge of their own development. Fostering a culture of discussion values and encourages mutual understanding and cooperation, which leads to more positive feedback responses.

I prioritize providing unwavering support to every team member. Whether it's offering guidance, resources, or simply lending an empathetic ear, I ensure they feel empowered and valued. By fostering a culture of support, I cultivate trust and resilience within the team, enabling us to overcome challenges and achieve our collective vision.

Following feedback, it is critical to support the team. Provide tools, training, or mentorship to assist colleagues in implementing changes based on feedback received. You inspire them to grow and improve by exhibiting your dedication to their achievement and willingness to support them in overcoming obstacles. This assistance promotes the notion that feedback is a tool for progress rather than criticism, and it fosters a culture of continual learning and improvement inside the organisation.

After delegating tasks, I consistently follow up to ensure progress and offer assistance if needed. This shows my commitment to our shared goals and their personal development. It also fosters accountability and trust, demonstrating that I'm fully invested in their success. By staying engaged and supportive, I empower my team to excel and overcome obstacles together.

Approach with empathy, understanding their perspective and concerns. Choose a moment when they're receptive, respecting their emotional state. Focus on specific behaviors, framing feedback in a constructive, non-confrontational manner. Highlight the benefits of feedback for personal and professional growth, appealing to their motivations. Foster open dialogue, listening actively and validating their feelings. Be receptive to their response, adjusting your approach as needed. Follow up with support and encouragement, demonstrating empathy and building trust.

It's not just about you following up. When you share your feedback, check understanding, re-set expectations and ensure that the team member understands what the next steps are. Make the action SMART and ask them to follow up with you for example in the next 1-1. You shouldn't have to chase so make it really clear what's expected - they are accountable. Make sure they have all of the tools, training and recourses they need to succeed too.

Feedback has to be immediate, constructive and focusing on the issue/behavior rather than the character/personality of the person Be hard on the matter, soft on the person. Also consider the CPR Context of the matter Pattern, have you observed this more than once? Relationship with the person and how is it going to change

Take Example - In R&D development team, Mahesh is known for being defensive when receiving feedback on his development. His defensive attitude hampers collaboration and slows down the team's progress. His Manager should have one on one with him should encourage Dialogue, give some specific examples of times of defensive behavior and have empathy and offer support to make changes in his behavior. Sometime a small help, encouragement and confidence of manager can lead to productive atmosphere within the team.

If colleagues resist feedback, approach the situation tactfully. Start by building trust and rapport, then communicate the benefits of constructive feedback. Emphasize its role in personal and professional growth. Offer feedback in a supportive and non-threatening manner, focusing on specific behaviors rather than personal traits. Be receptive to their perspectives and concerns. Encourage a culture of open communication and mutual respect within the team.

Remember, feedback is essential for growth and improvement. By approaching it with empathy and openness, you can help your colleagues overcome their resistance and create a more constructive work environment.

Keep it positive, upbeat, see the glass half full, if somebody has 10 defects or weaknesses and 1 strength, focus on the strength rather then dwell on the negative, provide positive reinforcement and encouragement for progress and success and achievements, in private and in public, give recognition where deserved, give thanks, share with the entire team achievements and progress, so that the team, too, can rejoice in each member's achievements.