As a coach, when a team member resists new techniques, it’s essential to approach the situation with empathy and clarity. Here's a strategy based on my personal experience: I had a team member hesitant to adopt a new feedback system. Instead of forcing the change, I listened to their concerns, acknowledging their comfort with the current approach. Then, I demonstrated how the new system could enhance both their performance and the team’s success. I provided clear expectations and ongoing support to ease the transition. Celebrating small improvements helped them see the value in adapting. Remember, addressing resistance with patience and understanding fosters a willingness to grow.

Frame your feedback positively by highlighting the benefits of adapting new techniques, such as improved client outcomes or personal growth. Provide specific examples of how these changes can enhance their coaching effectiveness. Additionally, offer support and resources to help them transition, such as training or mentorship. This collaborative approach not only fosters acceptance but also empowers them to embrace change confidently.

In one of my earlier roles as a team lead, I encountered a talented team member, who consistently resisted the new coaching techniques we were introducing to improve performance. She had been with the company for years and was comfortable with her methods, which had always worked for her. Rather than confronting her resistance head-on, I decided to take a different approach: I scheduled a 1-on-1 meeting to understand her concerns and framed my feedback in a way that highlighted her strengths. I acknowledged her expertise and explained how these new techniques could enhance what she was already doing well. By focusing on how the changes would support her personal growth, she became more open and gradually embraced the coaching.

When a team member resists new coaching techniques, it's crucial to deliver feedback that fosters growth and openness. Here's how to approach the situation: - Address concerns empathetically, acknowledging their comfort with current methods while highlighting benefits of the new approach. - Set clear expectations and provide support, ensuring they understand the desired outcomes and have resources to succeed. - Reinforce positive changes with recognition, showing appreciation for their efforts to adapt and improve. How have you managed resistance to change in your team? Share your experiences.