As a founder of an education group with presence in multiple countries, in North America, I address resistance to leadership feedback by focusing on individualism and career growth. I highlight how refining their leadership not only boosts their professional trajectory but also enhances team dynamics, appealing to their desire for autonomy and self-improvement. In India, I take a different approach, recognizing the importance of hierarchy and respect for authority. I position feedback as a form of mentorship, guiding team members toward collective success while respecting seniority and collaboration. By adapting to cultural nuances, I foster an openness to change that supports both personal and organizational growth.

It's normal that some feedback is difficult to hear, especially for high-achievers. Be empathatic! My Yips 1. Facts are Fierce! Offer a 360 feedback survey. Maybe your feedback is one dimensional and the broader feedback is better (or worse). The leader in question will always be more ready to hear facts and perception. 2. Start the feedback by framing the objective & intent. If it's to take the leader to the next level / to stretch them, the intent is very noble and easier to hear. If they know they are trusted and protected to the next level, the will hear the "what's it in for me" 3. Use the Stop / Start/ Continue method so that they can also hear what's working. 4. Positive reinforcement as soon as you see evidence that they are trying

In my experience, when team members resist feedback on their leadership styles, addressing the challenge requires a thoughtful approach. Begin by creating a safe and open environment for discussions, emphasizing that feedback is a tool for growth, not criticism. Use specific examples to illustrate points and focus on behaviors rather than personal traits. Encourage self-reflection and offer support for development. Remember, "Feedback is the breakfast of champions"—nurture a culture where feedback is seen as an opportunity to excel.

When giving feedback, resistance is common, but there are ways to ease the tension. One approach is to start with a positive comment before addressing the area for improvement. For example, if a team member missed a deadline, begin by acknowledging their usual reliability, then discuss how timely updates could improve workflow. Another strategy is to make feedback a two-way conversation. Ask for their thoughts on how they can improve, which helps them feel involved and less defensive. ?? #EffectiveFeedback