Dealing with team member resistance in performance discussions: Feeling stuck?
When a team member pushes back during performance discussions, it can feel like hitting a wall. To move forward constructively:
- Acknowledge their concerns and validate feelings to foster an open dialogue.
- Set clear, collaborative goals to ensure both parties are working towards the same objectives.
- Offer support and resources that help overcome perceived barriers to their performance.
How have you effectively dealt with resistance in these conversations?
Dealing with team member resistance in performance discussions: Feeling stuck?
When a team member pushes back during performance discussions, it can feel like hitting a wall. To move forward constructively:
- Acknowledge their concerns and validate feelings to foster an open dialogue.
- Set clear, collaborative goals to ensure both parties are working towards the same objectives.
- Offer support and resources that help overcome perceived barriers to their performance.
How have you effectively dealt with resistance in these conversations?
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Dealing with resistance during performance discussions can be challenging, but it's important to approach it constructively. Start by creating a safe and open environment where the team member feels heard. Active listening and showing empathy can go a long way in breaking down barriers. Make sure to focus on specific behaviors or outcomes rather than personal traits, which helps keep the conversation objective and solutions-focused. Collaboratively identifying potential challenges and discussing how to overcome them can turn resistance into engagement and motivation.
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If someone on your team is hesitant to talk about their performance, it's crucial to create a supportive environment. By acknowledging their feelings and setting clear expectations, we can work together to improve. Remember, empathy and encouragement go a long way.
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Doris Esther Alba Amaro
Maestro en Auditoría Integral y Control de Gestión | Formación especializada
?Te sientes atascado al enfrentar la resistencia en conversaciones sobre rendimiento? La clave está en abordar con empatía y transparencia. Escucha activamente las preocupaciones del equipo, mostrando comprensión y respeto por sus puntos de vista. Enfoca las discusiones en objetivos comunes y resultados tangibles, y plantea las mejoras como oportunidades de crecimiento. Con paciencia y comunicación clara, puedes transformar la resistencia en compromiso y colaboración. Enfócate en logros pasados: "He visto cómo lograste (usa una tarea terminada exitosamente), y creo que aplicando un enfoque similar podrías mejorar aún más en esta área. ?Qué piensas?" He visto personas convertirse en excelentes promotores de proyectos internos! Me funciona!
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