Try looking at the 5 OCEAN personality traits. Everyone is different, understanding what makes you tick, and how each person personality traits align or not with you are critical to building lasting relationships.

When dealing with resistance in coaching, it’s all about creating a safe space where feedback feels like a two-way street. Listen actively—let the employee feel heard before jumping into solutions. Often, resistance stems from a fear of judgment or past experiences. Start by asking open-ended questions to get to the root cause. Use reflective listening to mirror their thoughts, showing empathy and understanding. Build trust step-by-step and celebrate small wins along the way. Remember, it’s not about breaking them down—it’s about breaking through their walls, one conversation at a time. Push through the resistance, and you’ll unlock growth together!

One thing I’ve found to be very helpful is to start by building trust through a safe space. Avoid imposing feedback or solutions. Instead, allow your mindset to shift at least once and share your new perspectives in real time.

Dealing with resistance during coaching? The breakthrough doesn’t start at that moment—it begins long before issues arise. Consistent, honest feedback is the foundation of trust. When individuals know you provide the good, the bad, and the ugly with transparency and consistency, they recognize that your words are not just criticism but a reflection of your investment in their growth. Too often, feedback is only delivered when something goes wrong. But when a culture of forthright communication is established, individuals are far more likely to listen—even when conversations are difficult. Trust isn’t built in a single moment—it’s reinforced over time.

Breaking through feedback barriers with a resistant employee requires patience and empathy. Start by building trust and understanding their perspective. Use active listening and acknowledge their concerns. Clearly articulate the benefits of the feedback and how it can help their growth. Create a safe environment for open dialogue, where the employee feels heard and valued. Use specific examples and focus on behaviors rather than personal traits. Encourage self-reflection and involve them in the solution-finding process. Consistent support and positive reinforcement can gradually break down resistance and foster a more receptive attitude.