I'd offer a few items to keep in mind when you are planning to provide feedback to a senior team member who may be showing signs of resistance. 1. Choose the right time and place - This should be a private conversation and during a lull in stress levels. 2. Acknowledge their position and value - Respect goes a long way. If the discussion is framed as dialogue, with mutual respect, the outcomes are likelier to be positive in nature. 3. Keep it solutions-oriented - Feedback here should be forward-thinking. This should help keep the conversation constructive. These types of feedback are never easy, but this is why you are in a position of leadership--to do the hard things when called upon so your teams and organization can thrive.

When facing resistance from a senior team member, it's crucial to approach the situation with respect and a focus on team growth. Start by acknowledging their experience and contributions, showing that their input is valued. Frame your feedback around the team’s shared goals, using "we" language to highlight collaboration. Be specific about behaviors, not personal traits, and ask for their perspective. This fosters open dialogue and positions the feedback as a step toward collective success, not personal criticism.

Giving feedback to senior colleagues can indeed be challenging, but it’s essential for fostering a healthy team dynamic and ensuring continuous improvement. Here are some additional strategies to consider when providing feedback to senior team members: Frame Feedback Positively: Strategy: Start the conversation by highlighting the senior colleague's strengths and positive contributions. This sets a constructive tone and reinforces their value to the team. Impact: Positive framing helps reduce defensiveness and opens the door for more receptive discussions about areas for improvement. Emphasize Shared Goals: Strategy: Connect your feedback to the larger team or organizational goals. Explain how their behavior affects overall performance.

When facing resistance from a senior team member, providing feedback that fosters team growth requires a strategic approach that prioritizes open communication, focuses on specific examples, emphasizes the positive impact of change, and actively listens to their concerns while maintaining a respectful and collaborative tone. Choose the right time and setting: Please schedule a private one-on-one meeting to talk about feedback in a comfortable and confidential environment. Start with appreciation: Please acknowledge their contributions and expertise before addressing areas for improvement, setting a positive foundation for the conversation.