Dealing with a team member resistant to feedback?

Dealing with a team member who resists feedback can be tough , but patience and persistence are key. First, approach the situation with empathy and understanding. Try to figure out why they're resistant – are they feeling defensive, overwhelmed, or maybe they just don't trust you? Communicate openly and honestly about your intentions. Explain that feedback is a tool for growth, not criticism. Offer support and resources to help them improve. If the resistance continues, consider involving a neutral third party like HR or a mentor.

Understand Why :- First, explore why they’re resistant. It could be past negative experiences, fear of failure, or a misunderstanding of feedback. Engage in a one-on-one conversation and listen empathetically to their concerns. Approach with Empathy :- Show genuine interest in their growth and address their concerns thoughtfully. Communicate Clearly :- Explain that feedback is for growth, not criticism. Offer Support :- Provide resources and guidance to help them improve. Involve a Neutral Party :- If resistance persists, consider involving HR or a mentor for additional support. Understanding their perspective helps foster a constructive feedback environment.

Dealing with a team member who resists feedback can be challenging. Approach the situation with empathy and understanding. Start by creating a safe and open environment for communication. Clearly explain the purpose and benefits of the feedback, focusing on how it can help them improve and grow. Listen to their perspective and address any concerns they may have. Use constructive and specific feedback, highlighting both strengths and areas for improvement. Encourage a two-way dialogue and involve them in finding solutions. Consistent and supportive communication can help build trust and acceptance over time.

The leader must not panic or just go behind them; doing so will not make them run away from you more. Secondly, keep calm and try to understand the non-verbal signs; try to gain their trust by leading in a more friendly manner for collaboration from your team. Listen more and guide them in their work. Keep doing your job better and kinder. A leader takes the fault but also gives success to the team. Celebrate even the small moments of success and appreciate them genuinely; offer support now, communicate, and never lose confidence. Plus, use your persistence to open your team up. If they still can't open up, the best approach is to involve a third party who is close to them to resolve the issues.

-Build Relationship: Invest time in building a stronger personal relationship with the team member. -Consistency: Be consistent and fair in your feedback to build credibility and trust over time. -Safe Environment: Foster a safe and non-judgmental environment where the team member feels comfortable receiving and giving feedback.

Cuando encontramos alguien del equipo tan resistente es porque algo vivió ..El como un animal herido, antes de dejar que le hagan da?o de nuevo, ataca. Pero para mi, la confianza se construye con actos y no con palabras y normalmente , si en el día a día hay feedback constante positivo, esa confianza empieza a crecer.

-Development Plans: Collaborate with the team member to create a personalized development plan that includes goals and strategies for improvement. -Resources: Provide resources such as training, mentorship, or counseling to help them overcome challenges. -Encouragement: Offer encouragement and emphasize your support for their growth and success.

Que el feedback no quede apenas en lo que te digo yo y escucho pero que salga con un plan de desarrollo completo, con tiempos reales de seguimiento y evaluación siguiente y al mismo tiempo que las palabras correspondan a las acciones. También es importante que vean que para el líder, el feedback es realmente importante y que cree en ello como una herramienta de crecimiento.

-Align Feedback with Goals: Clearly connect feedback to personal, team, and organizational goals. -Benefits: Highlight how addressing the feedback can help them achieve their goals and improve their performance. -Motivation: Identify what motivates the team member and tailor your feedback to align with their motivations.

-Concrete Examples: Use specific examples to illustrate your points, making the feedback clear and actionable. -Behavior Focus: Focus on specific behaviors rather than personal attributes to avoid making the feedback feel like a personal attack. -Actionable Steps: Provide clear, actionable steps they can take to improve.

Crucial para que la persona entienda a que nos referimos es dar ejemplos concretos de acciones o tareas nunca de la persona. Dejar claro al inicio que no se trata de un juzgamiento y si de un feedback constructivo evaluando también y resaltando las partes positivas sin desmerecer lo que no queremos que se repita o que tenga que mejorar por X motivo. Dar el motivo por el cual pedimos el cambio o la mejora le hace entender la importancia.

Importante entender que o feedback é uma via de m?o dupla. Esteja aberto a receber feedback sobre seu próprio desempenho e lideran?a, criando uma cultura de melhoria contínua e respeito mútuo.

Al largo de mis a?os de experiencia gestionando equipos y formando líderes he visto muchísimas cosas pero una de ellas era la falta de credibilidad que los líderes tenían en esta herramienta tan poderosa cuando gestionas equipos. Creer en esta herramienta nos ayuda a transmitir a nuestros equipos esa mentalidad de crecimiento interno o mejora continua tan importante en una empresa. Muchas veces son los proprios líderes que sabotean el crecimiento de sus equipos ya que no hacen nada para marcar planes de mejora. Para tener equipos comprometidos y de alto rendimiento tenemos que tener líderes capacitados para llevar estos equipos al éxito.