Start by acknowledging their perspective: “I understand you’re feeling strongly about this.” Then, ask open-ended questions to encourage them to share more, such as, “Can you help me understand what’s driving your concerns?” This can help them feel heard and reduce defensiveness. Another approach is to focus on facts and common goals, gently redirecting the conversation: “We both want the project to succeed, how can we work together on this?”

I would first create a safe and non-threatening environment for open dialogue. I’d initiate a one-on-one conversation, actively listening to their concerns and validating their feelings. It’s crucial to remain empathetic, as this helps lower their defenses. During our discussion, I would share specific examples of how their contributions can enhance the team's goals, framing feedback positively. Encouraging them to share their thoughts and ideas can also foster a sense of inclusion. I would offer support and resources for skill development, emphasizing growth over criticism. This approach not only nurtures trust but also empowers the individual, ultimately aligning their contributions with team objectives and strengthening collaboration.

"Break the Walls—Build Bridges of Understanding!" To connect with a defensive team member, start by creating a safe and non-judgmental space for dialogue. Approach the conversation with empathy, acknowledging their feelings and perspectives without dismissing them. Use active listening techniques to show that you value their input; sometimes, people need to feel heard before they can open up. Ask open-ended questions to encourage them to share their thoughts, focusing on solutions rather than problems. By fostering trust and demonstrating genuine care, you can break through their barriers, paving the way for collaboration and growth!

Do you see defensiveness from one of your team members? Take action . It is important to be specific about what you want to say and what you want to happen. Emphasize your intention to be helpful. Foster a safe and supportive environment. Develop an action plan to give feedback.

Approach the situation with empathy and patience. Create a safe space for them to express their thoughts. Use active listening to validate their concerns. Avoid criticism and focus on solutions and mutual goals. Encourage reflection and self-awareness with open-ended questions. Offer constructive feedback that feels supportive.