Here's how you can effectively give feedback to team members who resist or defend themselves.

Effectively providing feedback to team members who resist themselves requires a strategic & empathetic approach. Begin by creating a supportive environment where the team member feels safe & respected. Use specific, observable behaviors as the basis for your feedback avoiding generalizations or personal attacks. Frame the conversation around mutual goals, highlighting how the feedback can assist in achieving these targets. Practice active listening to understand their perspective & acknowledge their feelings. Employ a collaborative tone, inviting them to participate in problemsolving & discussing potential solutions. Maintaining a +ve & constructive tone, focusing on growth & future improvement, can encourage openness to feedback.

Delivering feedback to team members who resist or become defensive can indeed pose a challenge, yet it remains pivotal for both their personal development and the team's overall success. Opt for Privacy: Select a serene, secluded setting conducive to open communication. Fact-Focused Approach: Direct your attention towards specific actions or behaviors, steering clear of subjective judgments. Active Listening: Encourage them to share their perspective while attentively absorbing their viewpoint. Emphasize Impact: Illuminate how their conduct directly influences the team dynamic or project progression. Maintain Positivity: Present constructive solutions and extend support rather than fixating on errors.

In my leadership role, I've learned that negative feedback should be brief and kept confidential. When providing negative feedback, it's crucial to conduct a thorough investigation and support it with accurate data rather than assumptions. Later, it's important to convey that we can work together to plan for improvements that align with company goals. Avoid blame-game. For example, rather than asking "Why did you handle that incorrectly?" we can ask, "I observed that this wasn't handled correctly. Do you have an explanation for it? I'm curious to understand your side of it." This approach encourages open communication, allowing us to guide the individual and also identify areas for improvement in the process.

Understanding employee resistance is crucial for giving effective feedback. In my experience, resistance often stems from fear of change or misunderstanding. For example, while implementing a new project management tool in my project, some team members were resistant due to fear of increased workload or unfamiliarity with the tool. To address this, I engaged with them individually to understand their concerns, empathized with their perspective, and provided training and support tailored to their needs. This approach helped alleviate their resistance and fostered a more positive attitude towards the change.

I was coaching a sales manager, Michael, who noticed that his team member, Lisa, was consistently defensive during performance reviews. So, he decided to dig deeper. In their next 1-on-1, Michael asked open-ended questions about Lisa's experiences with feedback. Lisa revealed that in her previous job, her boss had used feedback sessions to belittle & demean her. This had left her feeling anxious & self-protective. Michael validated Lisa's feelings and shared his own experiences with tough feedback. He emphasized that his goal was to support her growth, not to criticize her as a person. Together, they brainstormed ways to make feedback conversations feel safer, such as focusing on specific behaviors and using more positive reinforcement.

En un entorno de laboratorio, el momento adecuado para proporcionar retroalimentación es crucial para garantizar una recepción receptiva. Por ejemplo, después de un experimento exitoso, pero en un momento de calma y tranquilidad, es más probable que los miembros del equipo estén abiertos a recibir comentarios. Evita hacerlo durante períodos de estrés intenso o cuando otros colegas estén presentes, ya que esto puede aumentar las defensas y dificultar la comunicación efectiva. Al elegir el momento adecuado y el entorno apropiado, se establece una base para una conversación constructiva y respetuosa.

Choosing the right time to give feedback to resistant team members is crucial. In a similar scenario, I encountered a team member who frequently resisted feedback, especially in group settings. Understanding that public criticism could exacerbate the issue, I opted for a different approach. I scheduled a casual coffee meeting, away from the office, to discuss their recent work. This informal setting helped them feel more relaxed and open to feedback. As we discussed their work, I highlighted specific instances where their contributions were valuable but also gently addressed areas needing improvement. This personalized approach helped them see the feedback as constructive rather than confrontational, leading to a more positive response.

If feedback has to be effective, it is not just how you give feedback, but also when you give feedback. Timing of feedback can make all the difference in acceptance and resistance. My thumb rule is that I provide feedback - positive or developmental - within 24 hours of the incident. Timeliness allows for details to be remembered, making the feedback useful. Any later and there is always a possibility that crucial details will be missed. Another habit that has helped me is "appreciate in public, reprimand in private". We need to be sensitive the the fact that receiving a developmental feedback in public is more hurtful than having the mistake pointed out in private.

Estoy totalmente de acuerdo que al momento de dar una retroalimentación es muy crucial en elegir un momento adecuado para hablar.

Se dice que se felicita en público y se censura en privado, algo totalmente cierto. Si deseas adoptarlo es obvio que deberás considerar el tiempo y lugar adecuado para estás dos actividades.

En el laboratorio, la retroalimentación debe ser una conversación bidireccional, no un monólogo. Por ejemplo, después de un experimento, en lugar de simplemente dar instrucciones, invita a los miembros del equipo a compartir sus perspectivas. Escucha activamente sus respuestas y haz preguntas abiertas para comprender su punto de vista. Esta interacción fomenta un enfoque colaborativo para abordar cualquier problema y ofrece una oportunidad para aprender y crecer juntos. La retroalimentación bidireccional promueve un ambiente de trabajo donde se valora la contribución de todos.

Siempre he puesto énfasis en escuchar activamente las perspectivas de mi equipo. En lugar de simplemente dictar qué está mal o qué necesita mejorar, hago preguntas abiertas para entender mejor su punto de vista. Esto no solo ayuda a que se sientan escuchados, sino que también me proporciona valiosa información sobre sus desafíos y motivaciones.

Feedback is a moment in which you will bring your perceptions. However, it is also interesting to hear what the person has to say.

Promover o diálogo é crucial para um feedback eficaz. Em vez de apenas transmitir informa??es, envolva a pessoa em uma conversa aberta. Fa?a perguntas como "Como você vê essa situa??o?" e escute ativamente suas respostas. Essa abordagem n?o só reduz a resistência, mas também valoriza a perspectiva do outro, construindo confian?a. O feedback se torna uma troca colaborativa, focada em crescimento e melhorias mútuas.

Promouvoir le dialogue dans une équipe très important, vous devez être capable de donner un feedbac constructif même si un membre de l'équipe se défend ou résiste. Rester calme et professionnelles tout restant à l'écoute active et écouter attentivement les préoccupations de l'équipe en fin de comprendre leur point de vue.

En el laboratorio, al dar retroalimentación, en lugar de centrarte en los errores pasados, destaca las oportunidades de crecimiento y desarrollo. Por ejemplo, después de un experimento, resalta cómo ciertos ajustes podrían mejorar los resultados en futuros ensayos. Al presentar la retroalimentación como una vía para el progreso y el éxito futuro, motivas a los miembros del equipo a verla como una herramienta constructiva para su desarrollo profesional.

1. Acknowledge their emotions and understand why they might be feeling defensive. Listen actively and show genuine concern for their development. 2. Work together to brainstorm solutions and develop a plan for improvement. 3. Shift the conversation from dwelling on past mistakes to focusing on future success and achieving goals. 4. Focusing on growth strengthens trust and builds stronger relationships within the team.

In any team or organization, feedback plays a crucial role in fostering growth and improvement. When giving feedback, framing it in the context of growth and development can have a significant impact on how it is received and acted upon. Instead of focusing on past mistakes, emphasize the potential for improvement and highlight the positive outcomes that can result from making changes. By outlining actionable steps for better performance in the future, you empower team members to take proactive steps towards personal and professional growth. Together, let's cultivate a culture that embraces feedback as a catalyst for positive change and ongoing success!

Em vez de destacar apenas os erros, enfatize as oportunidades de desenvolvimento e melhoria. Mostre como o feedback pode ajudar a pessoa a alcan?ar seu potencial pleno, discutindo metas específicas e oferecendo suporte necessário. Essa abordagem transforma o feedback em uma ferramenta motivacional, incentivando uma atitude positiva e proativa. Assim, o feedback se torna uma oportunidade de crescimento contínuo, beneficiando tanto o indivíduo quanto a equipe. Esse é o momento ideal para desenvolver um PDI

En un contexto bioquímico, cuando un miembro del equipo recibe retroalimentación sobre su técnica de laboratorio, ofrecer apoyo es fundamental para su desarrollo. Por ejemplo, puedes proporcionar recursos adicionales, como tutoriales en línea o material de lectura, para ayudarles a perfeccionar sus habilidades. Además, estar disponible para responder preguntas o brindar orientación práctica demuestra tu compromiso con su crecimiento profesional y fortalece la confianza en la relación entre líder y equipo.

Support your team is the best way to chief success . You should lead by example if you do it, they’ll follow you. On the other hand you have to listen all the problems they have and show them the way so they can trust on you and see you as a leader. Doubts and misunderstandings should be openly taken on the meetings so that all of them be focus on one and only one thing achieve the goals and the success of the team

Oferecer suporte é fundamental para um processo de feedback eficaz. Após identificar áreas de melhoria, disponibilize os recursos e o acompanhamento necessários para que a pessoa possa implementar as mudan?as sugeridas. Isso pode incluir treinamento, mentoria ou ferramentas específicas que facilitem o desenvolvimento. Além disso, esteja disponível para responder perguntas e oferecer orienta??o contínua. Demonstrar que você está investido no crescimento do indivíduo cria um ambiente de confian?a e motiva??o. Ao fornecer suporte, você n?o apenas ajuda a pessoa a superar desafios, mas também refor?a a mensagem de que o feedback é uma oportunidade para o desenvolvimento e n?o apenas uma crítica.

Offering support is critical in helping team members accept and act on feedback. This could involve providing resources, training, or even mentorship to assist them in making the necessary changes. Make it clear that you are invested in their success and willing to help them through the process. This approach not only facilitates improvement but also strengthens the relationship between you and your team members.

Another important point that should be highlighted is the importance of monitoring the employee’s development after feedback. In the previous topics, we briefly explained the development cycle in a company. When providing feedback and creating a PDI, you need to monitor.

Sigue y toma decisiones, si no se observan mejoras en un plazo prudencial de tiempo, ponte hitos temporales en la consecución de los objetivos.

ongoing assistance, and demonstrating genuine care for their progress, you empower team members to make meaningful strides in their development journey. This approach not only boosts individual performance but also contributes to the overall success of the team. In conclusion, follow-up support plays a vital role in sustaining growth and fostering a culture of continuous improvement. By offering consistent guidance and encouragement, you help team members unlock their full potential and create an environment where feedback is embraced as a catalyst for progress. Together, let's recognize the value of follow-up in nurturing development and success within our teams.

I think as leader we must opt the practical approach in this scenario. Best way is to take the lead, visit the floor, engage the team, understand the problem, resolve the issue by using same team/resources by guiding or re-arranging them. Once the problem is solved, one who always gets defensive, will believe there were other ways to solve the matter/issue as well. At least before going into defense mode, he'll always start thinking on other options or will seek guidance from the senior team members.

Whenever there is developmental feedback to be provided, i keep in mind a few rules: 1. one feedback for one mistake. Never combine feedback for mistakes that have happened over a period of time. 2. Never combine a positive and a developmental feedback. This just leaves the team member confused. Choose different times where you can focus on the particular incident. 3. I try not be to be too effusive when giving a positive feedback nor be too strict when giving a developmental feedback. A balanced and consistent feedback is more helpful in making improvements. 4. I usually ask my team member to paraphrase what I have told him / her to help us both understand what has gone wrong and what needs to change.

Another creative approach is consider incorporating peer mentoring circles for feedback. Pair team members with mentors from other departments or with different skill sets. This cross-pollination of ideas and perspectives can provide valuable insights and reduce defensiveness as feedback comes from a peer rather than a direct superior. Another approach is to use the "Start, Stop, Continue" method. Ask team members to identify things they want you to start doing, stop doing, and continue doing as a manager. This can encourage self-reflection and open dialogue about feedback, making it more collaborative and less confrontational.

Keep in mind that you can only help who actually wants to be helped. If you articulated the value of the feedback, offered growth opportunities, monitored and discussed results together and still, there is no movement, invest your time on individuals who sees value in your support!

Ser um líder acessível cria pontes importantíssimas nos relacionamentos de trabalho. Estar aberto para conversar com frequência, n?o ser uma figura distante, reativa, sem no??o e sensibilidade. Criar um ambiente promissor, de apoio, com o mínimo de stress e o máximo de respeito propiciam encontros e trocas muito ricas. Enxergar o colaborador como colaborador de fato sem desmerecer posi??o, respeitando sua história, posi??o e contribui??es abre porta para diálogos mais profundos, conversas e contribui??es transformadoras. Aplicar e promover os conceitos da comunica??o n?o violenta contribui enormemente para a conquista desse espa?o potente.