You're facing resistance from a team member. How can you effectively give feedback in tough conversations?

When one of your team members does not agree with you, the best approach is to have empathy and clarity in the conversation. To start with, acknowledge their perspective as well as the challenges they might be facing. Instead of saying things such as “I’ve noticed…” or “I feel that…,” use an ‘I’ statement when discussing your concerns so that it doesn't look like you are blaming them. The behavior that needs to change should be clearly described, focusing on how it impacts on the team or project rather than personal flaws. Give constructive advice and ask for their suggestions on what you can do together from now henceforth.

Dealing with a team member who's pushing back can be tough, but it can be done. First, find a quiet spot to chat. Be clear about what's up, but don't be a jerk about it. Let them explain their side of the story, even if you don't agree. The goal isn't to win an argument, it's to find a solution. Work together to figure out a plan. Remember, everyone makes mistakes, and everyone wants to improve.

When facing resistance from a team member, allow them to speak first. My firm belief is that resistance is a blockage. 1. Allow them to get what they need off their chest. Listen without judgment, take notes and hold space for that person. 2. Ask clarifying questions. Acknowledge your part in the situation. 3. State the facts. Share your perspective. 4. Work towards a win-win solution where you and the other person take responsibility of your own behavior and contributions going forward. Example: "When this occurs, I will do this." 5. Make sure that everything has been resolved. If more time is needed, schedule a follow-up appointment.

When you're facing resistance from a team member and need to give feedback, it's crucial to approach the conversation with empathy and clarity. Start by finding the right time and place to talk privately, ensuring both of you are calm and can speak openly. Begin the conversation by acknowledging their feelings or perspective to show that you understand their position. Be clear and specific about the behavior that needs to be addressed, explaining the impact it has on the team or project. Invite them to share their thoughts so the conversation becomes a dialogue rather than a one-sided critique. Work together to find solutions and set clear expectations, ensuring they feel supported.

1. Prepare: Anticipate the conversation, gather relevant information, and choose an appropriate time and place. 2. Listen Actively: Understand their perspective without interrupting. Show empathy and validate their feelings. 3. Be Honest and Transparent: Clearly express your concerns or feedback. Use “I” statements to avoid blame. 4. Use Nonviolent Communication (NVC): Follow the principles of NVC to foster empathy and compassion. 5. Seek Compromise: Aim for win-win solutions by finding middle ground. 6. End with a Plan: Conclude the conversation with an action plan for positive change12.

You're facing resistance from a team member. How can you effectively give feedback in tough conversations? Choose timing wisely. Identify a moment when both you and the team member are calm and free from immediate stressors, ensuring your discussion is more likely to be productive. Avoid giving feedback during high-pressure situations or in public settings where emotions may run high. Opt for a time when both parties can be fully present and attentive, allowing for an unhurried, thoughtful exchange. By choosing the right moment, you enhance the likelihood of a receptive audience, paving the way for constructive dialogue and meaningful resolution to the challenges at hand.

Giving feedback in tough conversations can be challenging, especially when faced with resistance. While giving feedback in such a situation, consider finding a private setting where you won't be interrupted and avoid giving feedback when the person is stressed, tired, or overwhelmed. Remember, the goal is to improve performance and foster a positive working relationship.

You're facing resistance from team member, therefore setting connection is really important. Choose the time when both of you can focus and engage a meaningful discussion. Avoid having the converstion when you or team member is stressed, distracted or rushed. You can also consider the appropriate setting for the conversation. Make sure the location is private and quiet so that the team member feel trust and safe to express themselves.

First connection with candidate is essential, his trust on you make it bit easy, when you give feedback. You need to make intent, start always with positives, then show data points how and where improvement needed with precise feedback. Ask candidate if he resist about he sees his development and contribution to the organization. Ask him what's the root cause, take how would he would like to improve and then add appropriate point to make clear your expectations. With proper timeline a proper tailor made action plan. Then give him confidence that his contribution is very important and i have complete confidence on candidate. Leave him on positive note this will motivate him

Comunicar-se claramente é sobre ser compreendido e garantir que você também compreenda. é uma troca mútua que, quando bem-feita, fortalece relacionamentos, melhora a eficiência e cria um ambiente de confian?a e colabora??o.

Communicate clearly. Use straightforward, concise language to express your points, eliminating ambiguity and potential misunderstandings. Clearly outline your expectations and the impact of the current situation, focusing on specific behaviors rather than personal traits. Employ active listening to ensure mutual understanding, inviting the team member to share their perspective. By maintaining transparency and clarity, you foster an environment of trust and respect, making it easier to navigate the resistance and align on actionable solutions moving forward.

Be very clear about the consequences of such resistance to the whole team, and be straight forward regarding behaviour that are not allowed - even if people disagree with you, something that is healthy and normal. Be firm, correct and fair on what do you expect from your team members, and ask the team member in question to suggest different ways of working if he/she is so uncomfortable with yours.

Comunicar-se claramente é essencial ao dar feedback em conversas difíceis, especialmente em logística e armazenagem. Evite jarg?es ou ambiguidades; seja direto e específico. Por exemplo, em vez de dizer "precisamos melhorar a precis?o", diga "observamos que a taxa de erro no inventário aumentou 15% no último trimestre, impactando a eficiência operacional". Essa clareza ajuda o colaborador a entender exatamente o que precisa ser melhorado e por quê, reduzindo a resistência e promovendo um diálogo aberto e construtivo sobre as mudan?as necessárias.

Clear communication is key to ensuring that your feedback is understood and acted upon effectively. Start by articulating the issue in specific terms, using concrete examples to illustrate your points. Avoid vague language and focus on behaviors rather than personal attributes. For instance, instead of saying "You need to improve," specify "I noticed that the reports were submitted late three times this month, which affected our project deadlines."

When all the other approaches have failed and no matter what you tried, nothing seems to be getting trough, then just use the unvarnished truth. You are part of the problem and not part of the solution. This what you need to do. Now do it or I find you a new job. Take the gloves off and play hard ball. This is the last resort, but sometimes it works.

I have found it productive to ask what the resistance is to the matter at hand, qualifying that we need to stick to objective facts rather than feelings. If the teammate offering resistance cannot provide factual, doctrinal, or best practices based evidence that supports their position, then you can provide either (or all) of these arguments to validate the direction you have proposed or have been directed to take. Resistance to ideas (especially in the planning phase) is immensely valuable in avoiding groupthink. That said, there is a limit to how much time and resources can be spent on debate and resistance rather than action.

Approach the conversation with an open mind and a genuine desire to understand the team member's perspective. Give them the space to express their thoughts and feelings without interruption, showing empathy and respect. Reflect back what you hear to confirm understanding, and ask clarifying questions to delve deeper into their concerns. This demonstrates that you value their input, building trust and rapport. By actively listening, you create a collaborative environment where both parties feel heard and respected, paving the way for a more constructive and harmonious resolution.

In my opinion, the communication platform must be transparent to allow for all voices to be heard. Identify the pros and cons of the resistance and immediately establish that any problem presented should come with at least 2 perspective solutions or courses of action.

Offer support. After delivering your feedback, express your willingness to assist them in overcoming challenges and achieving mutual goals. Collaborate to identify resources, tools, or training that could facilitate their growth and address any barriers they might face. Reinforce your role as an ally, committed to their success and development. By offering support, you shift the conversation from critique to empowerment, fostering a positive dynamic that encourages improvement and strengthens the relationship, even amid initial resistance.

Collaborate on Solutions: Work together to identify actionable steps the team member can take to improve. Ask them how you can support them in making these changes. Provide Resources and Guidance: If needed, offer additional resources or mentoring to help the team member address the issue.

One thing I have found useful, is to share your past experiences. Many times you have been through similar situations and struggled yourself. Providing a list of learnings will give biggest support to the team members. Also providing a reference to other crucial material and resources may be a huge help.

Offering support is essential to turning feedback into positive action. After discussing the issues, focus on how you can help the team member overcome their challenges. This might include providing additional training, resources, or mentoring. Discuss potential solutions or strategies together. Collaborate on creating a development plan that addresses the identified issues and sets achievable goals.

Ofrecer apoyo es clave para construir buenas relaciones y ayudar a resolver problemas. Creo que es importante mostrar comprensión y estar dispuesto a ayudar cuando sea necesario. Para hacerlo, sugiero escuchar con atención, ser empático y ofrecer ayuda concreta cuando alguien lo necesite. Esto fortalecerá el trabajo en equipo y mejorará el ambiente de trabajo

Following up is sometimes more important than initiation. It’s great that you were able to get through a colleague showing varying levels of resistance however most things in life require at least a second attempt if not more to succeed, this can go for our interactions with people too. A follow up conversation is imperative to ensure understanding, all parties are on the same page and to help foster the relationship: I always say people are people and sometimes we need reinforcement that someone truly cares about us and values us and a follow up(s) provides the perfect opportunity to do and consequently we may see that level of resistance decrease gradually over time.

O acompanhamento após o feedback é vital para garantir melhorias sustentáveis, especialmente em logística e armazenagem. Agende reuni?es regulares para revisar o progresso e ajustar estratégias conforme necessário. Por exemplo, após implementar novas práticas de inventário, discuta os resultados e fa?a ajustes se necessário. Este acompanhamento contínuo n?o só refor?a o compromisso com o desenvolvimento do colaborador, mas também demonstra que o feedback é uma parte do processo de crescimento contínuo, e n?o apenas uma crítica pontual, incentivando melhorias duradouras.