What do you do if your team is resistant to receiving constructive feedback?

1 Assess Roots

Before tackling feedback resistance, it's important to understand why your team is reluctant. Start by having one-on-one conversations to gauge individual feelings and identify common concerns. Often, resistance stems from fear of criticism, past negative experiences, or a misunderstanding of the purpose of feedback. Listen empathetically and reassure your team members that their perspectives are valued. This initial assessment will guide you in tailoring your approach to address specific issues and will demonstrate your commitment to supporting your team's development.

2 Build Trust

Trust is the cornerstone of effective feedback. To cultivate a trusting environment, consistently demonstrate your reliability, competence, and intent. Show that you're invested in your team's success by being present, providing support, and acknowledging achievements. When giving feedback, be transparent about your motives and ensure that it's aimed at helping team members grow. Over time, as trust builds, your team may become more open to feedback, viewing it as a constructive tool rather than a personal attack.

4 Model Receptivity

As a leader in research management, you must lead by example when it comes to feedback receptivity. Show your team that you value feedback by actively seeking it out and responding positively to it, regardless of whether it's praise or constructive criticism. Share instances where feedback has helped you improve and encourage team members to share their experiences as well. This modeling of behavior can help normalize feedback within the team culture and inspire others to follow suit.

5 Foster Dialogue

Creating a dialogue around feedback can help demystify it and make it a regular part of team interactions. Encourage open discussions where team members can give and receive feedback in a safe and structured environment. Facilitate sessions where individuals can practice giving constructive feedback and responding to it. This open dialogue not only improves communication skills but also helps to build a shared understanding of the value of feedback and how it can be used effectively.

6 Support Growth

Finally, link feedback directly to personal and professional growth opportunities. Make sure that your team understands how feedback can help them achieve their goals and advance in their careers. Offer resources and support for implementing feedback, such as training sessions, mentorship programs, or personalized development plans. By showing that you're invested in their growth and providing the tools they need to succeed, you'll help your team view feedback as an integral part of their professional 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?