As a team-building coach, when a team member resists feedback, I first create a safe, non-judgmental space for open communication. I’d seek to understand the root cause of their resistance—whether it's fear, misunderstanding, or feeling undervalued. Empathy is key here. I would approach the conversation with curiosity rather than criticism, reinforcing the purpose of feedback as a tool for growth. By aligning the feedback with their personal and team goals, and highlighting shared benefits, I can help rebuild trust and encourage a collaborative mindset for future interactions.

It's difficult to navigate the challenge of a team-member's resistance to feedback, however, it can become easier when there's a more well-rounded conversation about topics outside of ones where they're inclined to resist the feedback that's essential to their professional and personal growth and development. First, one would want to converse about other topics like current events. Additionally, asking them, how are you doing? How's your family? What's on your mind? - these questions open the door to have a more successful conversation about work topics. Perhaps, the person is having a hard time at-home or with other coworkers that seemingly impedes upon their ability to ascertain the feedback. Starting simplistically may be the solution.