What do you do if your team members are resistant to constructive feedback?

What i do is Before giving any feedback, I always make sure to first compliment them with something they are good at and then establish a strong foundation of trust. This showing genuine interest in their perspectives and acknowledging their contributions. When team members feel valued and understood, they're more likely to be open to my insights and suggestions. Trust is the key to effective communication, and without it, even well-intentioned feedback can be seen as criticism. By respecting their thoughts, opinions and understanding, I've found that feedback is much better received.

Therefore, it is important to ensure that you have helped your team establish a solid basis of trust before giving feedback. It is only when one focuses on fostering trust in communication that feedback is taken as ‘hostile’ rather than constructive regardless of how well-intentioned such feedback may be. Respect the opinions of your team members and recognize their efforts. By doing so, they will take your views and advice more kindly because they understand how much you appreciate what they do.

Establishing trust with your team is essential before diving into feedback. Without trust, even well-intentioned feedback can be perceived as criticism. At SoliChain, we believe in showing genuine interest in our team members' perspectives and consistently recognizing their contributions. This respect fosters an environment where team members feel valued and understood, making them more open to constructive feedback and collaborative growth.

When team members are resistant to constructive feedback, here's how to address it: 1. Create a Positive Environment: Foster a culture of openness and respect where feedback is seen as a tool for growth rather than criticism. 2. Be Specific and Objective: Provide clear, specific examples of behaviors or actions that need improvement, focusing on facts rather than personal opinions. 3. Use a Collaborative Approach: Frame feedback as a collaborative effort to achieve team goals. Encourage team members to share their perspectives and suggest solutions. At Infuy, we believe in nurturing a supportive and growth-oriented environment where constructive feedback is welcomed and valued. ????

Si los miembros de mi equipo se resisten a recibir comentarios constructivos, primero me enfocaría en crear un ambiente de confianza y respeto, para que vean los comentarios como una herramienta de desarrollo y no como una crítica personal. Daría retroalimentación de manera oportuna y específica, centrándome en comportamientos observables y resultados concretos. También involucraría al equipo en el proceso de retroalimentación, escuchando sus perspectivas y preocupaciones para reducir la resistencia. Por último, ofrecería apoyo y recursos adicionales para su desarrollo profesional, demostrando un compromiso genuino con su crecimiento individual.

At SoliChain, we use the SBI (Situation-Behavior-Impact) model to deliver feedback. This method involves: Situation: Clearly describe the context where the behavior occurred. Behavior: Focus on the specific behavior without making it personal. Impact: Explain the impact of the behavior on the team or project. For instance, instead of saying, "You're often late," we would say, "In yesterday's meeting (Situation), you arrived 10 minutes late (Behavior), which delayed our project discussion and impacted our timeline (Impact)." This structured approach ensures feedback is precise, non-judgmental, and directly linked to outcomes, facilitating better understanding and acceptance.

Resistance to Constructive Communication sounds really Contra Indicatory I guess. Obviously what one person considers Constructive (Manager) is not considered to be Constructive by a Team Member. So the Manager must step into the shoes of the Team Member and speak the Team Member's language and Persuade instead of Push, that might work better and Team Members will become Receptive

To foster an open dialogue that enables team members to express themselves without being afraid. Poses queries that make them think about what they have done and allow them to propose solutions for future improvements. This is how employee participation is encouraged so as to ensure that they are able to own the ideas generated during such discussions. Since team members solve problems together, they are more inclined to adopt suggestions and be willing to take action on them.

At SoliChain, we create a safe space for team members to express their concerns and viewpoints. We ask reflective questions and invite team members to suggest solutions, fostering a sense of ownership over the improvement process. This participatory approach not only empowers individuals but also leads to greater acceptance of feedback and a stronger commitment to positive change.

1.Ser Paciente y Persistente:Acción:El cambio de actitud puede llevar tiempo, por lo que es importante ser pacientey consistente en tus esfuerzos para fomentar una cultura de retroalimentación constructiva.Impacto:La persistencia y la paciencia son clave para lograr un cambio real.Entender que los miembros del equipo necesitan tiempo para adaptarse muestra empatía y liderazgo efectivo. 2.EscucharyAdaptar: Acción:Presta atención a las reacciones de tu equipo y ajusta tu enfoque según sea necesario. Impacto:A veces, cambiar la forma en que se entrega el mensaje puede hacer una gran diferencia.La capacidad de adaptar tu estilo de retroalimentación según las necesidades y preferencias del equipo puede mejorar significativamente su receptividad.

In the process of overcoming resistance to feedback, it is important to offer support. Give your team a sense of assurance that you are by their side in their journey of adjustment and advancement. Your assistance indicates that this feedback is not a condemnation but an opening for change and growth in web3 space; therefore, whether through more training, more resources or just being ready for further conversation with them.

At SoliChain, we are dedicated to helping our team members grow. Our support process includes: Assessment: Begin with a comprehensive evaluation of each team member’s skills and development needs. Personalized Plans: Create tailored development plans with specific goals and timelines. Training and Resources: Offer access to workshops, online courses, and industry resources to enhance learning. One-on-One Coaching: Schedule regular sessions for personalized guidance and support. Continuous Feedback: Provide ongoing feedback and encourage reflection to ensure effective progress. Recognition: Celebrate achievements to motivate and reinforce growth.

Utilizar el Enfoque de la Retroalimentación Sandwich: ? Acción: Comienza con un comentario positivo, sigue con la crítica constructiva y cierra con otro aspecto positivo. ? Impacto: Este enfoque ayuda a suavizar la recepción de los comentarios y hace que la crítica sea más fácil de aceptar. Al equilibrar las críticas con elogios, los miembros del equipo se sienten

At SoliChain, we ensure that feedback aligns with clear goals and standards. Some example: SMART Goals: We set specific, measurable, achievable, relevant, and time-bound goals for each team member. Clear Standards: We communicate the standards and benchmarks that need to be met, explaining their importance. Contextual Feedback: Feedback is linked to these goals, showing how improvements help achieve team objectives. Regular Check-Ins: We hold regular meetings to discuss progress and adjust goals if necessary. Transparent Communication: We maintain openness, encouraging team members to discuss challenges and progress. Growth Mindset: We frame feedback as a tool for growth, not criticism, highlighting its role in achieving goals.

By defining goals and standards, feedback will be able to align with these objectives; this is a clear way of preventing resistance as one can identify what success looks like. Once they understand the team’s purpose and expectations, they tend to perceive feedback as a constructive tool for helping them achieve common goals rather than an arbitrary condemnation.

For the feedback to be acted upon and improve, it is essential that consistent follow up is done. Plan accordingly for routine check-ins to review progress, address emerging challenges and notice improvement. This action not only maintains momentum but also demonstrates your commitment in ongoing growth of your team which over time minimizes opposition to feedback in your projects.

If your team members are resistant to feedback, use the OIS framework to give feedback in objective terms. OIS stands for 'Observation, Impact, Suggestion'. Start with the factual Observation of something you saw/ heard the person do. Then, make the other person think of the Impact that it could have had. Share your viewpoint as well. Then agree a Suggested way forward. If your teammates are resistant to this, resolve differences by: 1. Separating the person from the problem 2. Keeping the discussion contained to the feedback and differences in perspective, don’t let it spill over as a judgement on the other person 3. Supporting your feedback with examples or data

In addition, create a feedback culture where dialogue is a regular feature in team activities rather than an occasional occasion. Regular, informal check-ins can help demystify feedback and ease tensions associated with it. Illustrate how feedback has resulted in positive changes previously to show its significance. This approach will contribute to creating a supportive environment where feedback is regarded as one way of achieving continuous improvement.

1. Dar Ejemplo: ? Acción: Muestra tu disposición a recibir y actuar sobre comentarios constructivos. ? Impacto: Esto ayuda a establecer una cultura de apertura y mejora continua. Cuando los miembros del equipo ven que sus líderes aceptan y valoran las críticas, es más probable que ellos también lo hagan. 2. Proporcionar Retroalimentación Regularmente: ? Acción: Realiza sesiones de retroalimentación de manera regular en lugar de esperar a que surjan problemas grandes. ? Impacto: Esto normaliza el proceso y reduce la ansiedad asociada con la retroalimentación. La regularidad ayuda a que los miembros del equipo vean la retroalimentación como una parte natural del trabajo, no como una crítica aislada.