To effectively address a team member's defensiveness about training feedback, consider these approaches: 1. Create a Safe Space: Foster an environment where the individual feels secure to express concerns without judgment. 2. Use Active Listening: Demonstrate genuine interest in their viewpoint by paraphrasing their concerns and validating their feelings. 3. Reframe the Discussion: Shift the focus from criticism to collaboration, emphasizing shared goals and mutual growth. 4. Encourage Self-Reflection: Prompt them to identify areas for their own improvement, guiding them to see feedback as an opportunity. 5. Follow Up: After the discussion, check in to reinforce support and monitor progress, showing ongoing commitment to their development.

It's important to approach the situation with empathy and openness. Let the member feel safe for a discussion, emphasizing that feedback is aimed at development, not criticism. Listen to their concerns without interrupting, acknowledging their feelings. Use constructive examples to illustrate your points, and offer actionable steps for improvement. Encourage them to view feedback as a learning opportunity and ask how you can support their growth.

To address a team member's defensiveness about training feedback, begin by creating a safe, private space for discussion. Acknowledge their efforts and clarify that the feedback is aimed at growth, not criticism. Use specific, objective examples to avoid personalizing the feedback and to make it actionable. Listen actively to their concerns without interrupting, showing empathy and understanding their perspective. Frame the conversation as a collaborative effort to improve, emphasizing that feedback is a normal part of development for everyone, including yourself. Encourage an open dialogue and offer support for moving forward.

I have found it highly effective to put the team member in a position to take ownership of investigating and resolving the feedback. Saying something like "Hey, Mike! I am struggling with something. You are the expert, and I am hearing x, y, z. Can you help me get to the bottom of it and understand what is driving that and what, if anything, we should do about it?" can be really helpful. When negative reactions arise, I find private time to let them voice their emotions. I use design-thinking listening skills like "tell me more..." to let them get it all out. It is also helpful to ask them to step into the shoes of the person giving the feedback. "How would you want someone to respond to you if you came to them with feedback?"

Il est essentiel de comprendre que la résistance aux commentaires, notamment en matière de formation, découle souvent d’un sentiment de vulnérabilité ou de crainte de l’échec. Pour surmonter cela, j’ai toujours privilégié l’écoute active et l’empathie, en prenant soin de dissocier les comportements des qualités personnelles du collaborateur. L’objectif est de co-créer un plan d’amélioration concret, avec des étapes progressives et atteignables, afin que chacun se sente soutenu dans son développement. Cette approche transforme les résistances en opportunités de croissance.