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What do you do if you face resistance when giving and receiving feedback in Leadership Development?

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When you're involved in leadership development, feedback is a crucial tool for growth. However, it's not uncommon to encounter resistance when giving and receiving feedback. This resistance can stem from various sources, including personal insecurities, misunderstanding the purpose of feedback, or a lack of trust in the process. The key to overcoming this resistance is understanding its roots and addressing it with empathy and clarity. As a leader, your approach to feedback can transform a potentially negative experience into a constructive one, fostering an environment of continuous improvement and open communication.

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1 Understand Resistance

Understanding why individuals resist feedback is the first step in overcoming it. Resistance often comes from a place of vulnerability; receiving feedback can feel like an attack on one's identity or competence. When you notice resistance, take the time to empathize and reassure the person that the intention behind the feedback is to support their growth, not to criticize them personally. Explaining the benefits of feedback and how it can lead to personal and professional development can also help ease the tension.

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Tarek Haydar

Restaurateur | Results coaching | Balancing kindness and Strictness | Leading business with entrepreneurial spirit | Strategic planning | Pre-Opening Expertise | SME | P&L expertise | Continuous improvement mindset |
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Understand the resistance. Resistance might be the result of the fear of change. The individuals should beleive in what you offer and to do that they need to understand the impact of changes on them. A feedback should be objective, and an individual should realise that it is for their own improvement. Trust is the key to convince them!

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Sudheer Kumar Ithanaboyina

Strategic IT Leader driving Innovation and Transformation for Future Success ?? | Expert in Aligning Technology with Business Goals | Passionate About Building High-Performing Teams
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It is very important to approach with empathy and understanding, acknowledging the individual's perspective while also strengthening the value of constructive feedback for personal and professional growth. Encouraging open dialogue, focusing on specific behaviors rather than personal characteristics and fostering a culture of continuous improvement can help overcome resistance and promote effective feedback exchange.

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JEEVAN VARMA

Helping Orgs Build High-Performing Leadership Teams through tailored competency training & experiential learning solutions| Let's sculpt tomorrow's leaders, together! |??Connect for transformative leadership development
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Developing leaders requires open communication, but sometimes feedback can feel like a hot potato! Whether you're giving or receiving it, resistance is natural. Here are some tips to navigate those tricky moments: Focus on growth, not blame. Frame feedback as an opportunity to learn and improve. Specificity is key! Don't dish out vague generalities. Provide concrete examples that illustrate strengths and areas for development. Listen actively! Ask clarifying questions and show a genuine desire to understand. Make it a two-way street! Encourage open dialogue. Leaders should be receptive to feedback too! By fostering a safe space for honest conversation, you can turn resistance into valuable growth experiences for everyone involved.

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Nathan Maton

Starting something new
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Instead of trying to get someone to move fast, try to get them to change consistently in small ways they agree with. Resistance isn't easy to overcome, but if you build momentum and trust, that can change. Another approach is to try to ask questions that help the person see the solution themselves instead of telling them. If you help them discover what can shift, they will be less resistant.

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Kevin M.

Customer Success Leader | Critical Infrastructure | Change Catalyst | Coach | US Marine | Team Building | Driving Operational Excellence |
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When facing resistance in giving and receiving feedback in Leadership Development: Create a culture of openness and trust. Emphasize the importance of feedback for growth. Provide constructive, specific feedback. Encourage active listening and empathy. Lead by example in giving and receiving feedback. Offer support and resources for improvement. Address concerns or misunderstandings promptly. Adapt feedback approaches to individual preferences. Establish clear expectations for feedback processes. Continuously communicate the benefits of feedback.

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2 Foster Openness

Creating an environment where feedback is welcomed requires fostering a culture of openness and trust. You must lead by example, showing that you value feedback by actively seeking it out and responding to it constructively. Encourage your team to view feedback as a gift, an opportunity for learning and improvement. Make it clear that everyone, regardless of position, can benefit from and contribute to the feedback process.

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Marco A. Nava, Ed.D.

Leadership Development, K-12 Administration, Comparative Education, Researcher, Higher Ed
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I have found that one of the best ways to provide feedback is through adopting a coaching stance. Some basic tenets I follow in coaching are those of establishing and maintaining trust and confidentiality. This can be done assuring colleagues that the coaching conversation is meant to help them improve as professionals. Prior to the coaching conversation, I prep my open ended coaching questions and review any items that I would like to have a conversation around. During the coaching session, I engage in active listening, ask clarifying and probing questions, paraphrase, and maintain focus on the person. I generally close a coaching conversation with a summary of the session and we mutually agree on next steps.

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3 Communicate Effectively

Effective communication is essential when dealing with resistance to feedback. Be clear, specific, and focus on behaviors rather than personal attributes. This approach minimizes defensiveness and makes the feedback more actionable. Additionally, practicing active listening demonstrates respect for the individual's perspective and helps to build mutual understanding.

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4 Address Emotions

Feedback can evoke strong emotions, so it's important to address them directly. Acknowledge any emotional responses and allow individuals time to process the information. Be patient and maintain a supportive demeanor, ensuring that emotions do not overshadow the constructive nature of the feedback. Remember, the goal is to engage in a dialogue that leads to growth, not to win an argument.

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5 Provide Support

Offering support after providing feedback can significantly reduce resistance. Outline specific steps or resources available to help the individual improve. This can include training, mentoring, or follow-up discussions. When people feel supported, they are more likely to accept feedback and take action on it.

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6 Evaluate Progress

Finally, evaluating progress is crucial in reinforcing the value of feedback. Set clear goals and check in periodically to discuss improvements and challenges. This not only shows that you are invested in the individual's development but also provides further opportunities for feedback and growth. Celebrating small wins along the way can motivate continued effort and demonstrate the positive impact of feedback.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if you face resistance when giving and receiving feedback in Leadership Development?

1

2

3

4

5

6

7

1 Understand Resistance

2 Foster Openness

3 Communicate Effectively

4 Address Emotions

5 Provide Support

6 Evaluate Progress

7 Here’s what else to consider

Leadership Development

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What do you do if you face resistance when giving and receiving feedback in Leadership Development?

1

2

3

4

5

6

7

1 Understand Resistance

2 Foster Openness

3 Communicate Effectively

4 Address Emotions

5 Provide Support

6 Evaluate Progress

7 Here’s what else to consider

Leadership Development

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