Your team member constantly resists feedback. How can you break through their defensiveness?
When a team member resists feedback, it can be challenging to foster growth and improvement. Here's how to approach the situation effectively:
What strategies have you found effective in addressing defensiveness? Share your insights.
Your team member constantly resists feedback. How can you break through their defensiveness?
When a team member resists feedback, it can be challenging to foster growth and improvement. Here's how to approach the situation effectively:
What strategies have you found effective in addressing defensiveness? Share your insights.
-
Breaking Down Defensiveness Together - Build trust through consistent communication. - Offer feedback privately to reduce pressure. - Focus on specific behaviors, not personal traits. - Collaborate on solutions, showing you’re invested in their success.
-
Empathy and a focus on growth will help tear down defensiveness in team members when receiving feedback. Lead with the strengths first, so that feedback sounds like support of their success. Be specific to an example, without personal judgment. Engage in a two-way dialogue by asking for their perspective and involving them in creating an actionable improvement plan. It will help build trust and collaboration so that they will welcome constructive feedback.
-
To address a team member's defensiveness, create a supportive and collaborative environment for feedback. Focus on specific behaviors or outcomes rather than personal attributes, using examples to make feedback objective and actionable. Frame suggestions as opportunities for growth, highlighting their strengths and how changes can enhance their contributions. Encourage dialogue by asking for their perspective and fostering mutual problem-solving. Deliver feedback in private and ensure it’s tied to shared team goals, emphasizing how their improvement benefits the collective success. Building trust and maintaining respect are key to overcoming defensiveness.
-
To address defensiveness, I focus on building trust and creating a feedback culture where input feels routine and non-threatening. I empathize with their emotions while steering the conversation toward shared goals, framing feedback as a tool for growth. Being specific and actionable reduces ambiguity, and I follow up with support like coaching or resources to show investment in their success. This approach shifts feedback from criticism to collaboration, fostering improvement.
-
Implementiere eine Feedback Kultur in deinem Unternehmen das Feedback Kompetenz konsequent im Team steigert. Fordere dies konsequent ein und sch?rfe nach wo immer notwendig. Bediene dich Werkzeugen wie dem Loop Approach, um Werkzeuge für Empathie und Feedback systematisch zu installieren.
更多相关阅读内容
-
LeadershipHere's how you can navigate resistance and defensiveness while receiving feedback.
-
Leadership DevelopmentHere's how you can effectively handle vague or unclear feedback.
-
LeadershipHere's how you can effectively handle vague or unclear feedback.
-
Constructive FeedbackHow do you use feedback frequency and timing to motivate and empower others?