What do you do if your team members are resistant to receiving and implementing feedback?

When team members resist feedback, address the concern right away and with candor. Ignoring it could make things worse. Leaders should be honest and encourage open discussions. To pinpoint the main problem, try methods like asking open-ended questions, and using "I" statements to state what has been observed. By identifying the main problem, it will help determine the next steps.

Feedback can sometimes trigger a defensive reaction if team members perceive it as a critique of their identity or worth, rather than an opportunity for growth. This emotional response is often rooted in the basic human need for acceptance and fear of rejection. Recognizing and addressing these emotional roots can shine a light on their resistance. Creating an environment where vulnerability is valued and mistakes are seen as natural steps in the learning process can significantly reduce resistance. By emphasizing that feedback is not about personal shortcomings but about collective growth and improvement, you can help shift the perception from threat to opportunity, making team members more open to receiving and implementing feedback.

Being sure to give feedback for work well done and not just when improvements are needed goes a long way in building trust. It shows that you are not just looking for things to criticize and that you're willing to acknowledge strengths and positive contributions. Also consider giving strengths-based feedback. Strengths-based feedback focuses on recognizing and building upon an individual's existing strengths, rather than solely highlighting areas of weakness or areas for improvement. This approach builds trust and fosters a positive and encouraging environment, which motivates individuals to leverage their innate talents and capabilities for personal and professional growth.

Engaging in a two-way dialogue during the feedback process can significantly enhance clarity. Encourage team members to ask questions, seek clarification, and express their perspectives. This interactive approach ensures that the feedback is fully understood and that any ambiguities are addressed on the spot. It also fosters a sense of ownership and accountability, as team members are actively involved in the feedback process and in devising their own strategies for improvement based on the discussion.

In addition, it's important to secure a commitment from them. Ask them what one thing they're willing to commit to working on and prioritize that. Providing the end goal yourself shifts the responsibility away from them, and presenting them with a laundry list of tasks could overwhelm them, leading to continued resistance to feedback.

Recognizing their effort is an effective way of letting them know you support their development. Even if they don't achieve their desired outcome, acknowledging the effort they put in is crucial. For instance, saying , "While you didn't reach your goal, here's how you've improved. Great job putting in the effort!" can be encouraging.