Working with a manager resistant to feedback. How can you tailor your coaching approach for success?

Working with a manager resistant to feedback can be challenging, but it's essential to approach the situation with empathy and strategy. First, build a trusting relationship by showing respect for their experience and perspective. Use concrete examples and data to support your observations, avoiding generalizations. Share personal experiences of similar situations and how feedback changed your growth path. Keep the feedback constructive and positive, offering actionable solutions that benefit both the manager and the team. Provide ongoing support and emphasize the importance of mutual growth.

Leaders who resist feedback always have a why. Perhaps they have impostor syndrome, perhaps they have received only negative feedback or no feedback. Get to know the resistance to feedback and adopt a style that catches them doing things well, not just areas they should work on.

To coach a manager resistant to feedback, start by building a trusting relationship and understanding their perspective. Use a collaborative approach, asking questions that lead them to self-discovery rather than imposing suggestions. Highlight the benefits of feedback and provide specific, actionable examples. Focus on strengths and frame feedback positively to reduce defensiveness. Gradually introduce feedback in small, manageable amounts and celebrate improvements. By fostering a supportive environment and emphasizing mutual goals, you can help the manager become more receptive to feedback and drive positive change.

The task ahead may be challenging, but it presents an excellent opportunity for a sincere and open conversation to understand the real reasons for resistance to change. Often, people want to feel heard and validated. When you listen to them, you may realize that it's not the change they are resisting but rather the fear of uncertainty that comes with it. Additionally, their self-limiting beliefs may prevent them from seeing the potential benefits of change.

Mon expérience de coach m'a montré que la résistance aux feedbacks est souvent liée aux préférences naturelles du manager. Certains, préférant la stabilité, peuvent craindre le changement qu'implique le feedback. Pour surmonter cette résistance : 1. Identifiez leurs préférences naturelles pour comprendre leurs réticences. 2. Adaptez votre approche : utilisez des métaphores sportives pour les profils dynamiques, ou des exemples concrets pour les plus analytiques. 3. Créez un environnement sécurisant en respectant leur style naturel. 4. Encouragez l'autoréflexion en liant le feedback à leur performance optimale. En alignant le feedback avec leurs préférences innées, vous rendez le processus plus naturel et moins mena?ant.

Show empathy and listen to their concerns without judging. Share small, positive suggestions and highlight their strengths to create a supportive vibe. Gradually introduce feedback in a way that feels like teamwork, emphasizing mutual goals and benefits. Building trust can make them more open to your coaching and help drive success.

For feedback to be embraced, you need high credibility and/or trust. So focus on the relationship first, share, build rapport, and be authentic. Over time, you will know when the right moment has arrived to start sharing feedback. Before that, ask your client how they would like to receive feedback. Depending on their cultural background, past experiences, and personality type, this is a question only they can answer. Then, tailor your feedback to their needs.

J'ai parfois rencontré des managers réticents aux feedbacks. J'ai appris que la clé n'est pas de forcer, mais de créer un lien authentique. Une approche qui m'a bien servi : 1) Partager des anecdotes personnelles sur mes propres défis avec le feedback 2) être transparent sur mes intentions et mes limites 3) Valoriser leurs succès actuels avant d'aborder les axes d'amélioration 4) Proposer des exercices ludiques pour explorer le feedback de manière non mena?ante J'ai constaté qu'en étant patient et en m'adaptant à leur rythme, même les managers les plus réticents finissent par s'ouvrir ! La confiance se construit pas à pas. C'est un voyage passionnant qui nous fait grandir, coach comme manager !

Spend time getting to know the manager personally and professionally. Building trust is crucial for creating an open and receptive environment. Understand their perspective and acknowledge their achievements and strengths. Showing genuine respect can make them more open to feedback.

People are only resistant to change when they aren't part of it. Therefore, let them propose the goals and guide them with questions through the process of setting the ones they need. By keeping an eye on the bigger picture, such as company goals and team goals, you can share the information needed to set goals that are equally meaningful for the individual, the team, and the company.

Fixer des objectifs ensemble : un jeu d'équipe gagnant ! Dans mon parcours, j'ai découvert que la co-création d'objectifs peut transformer la dynamique avec un manager réticent aux feedbacks. C'est comme construire une maison ensemble - chacun apporte ses idées et ses compétences. Voici ce qui a bien fonctionné pour moi : 1- Commencer par explorer leurs rêves professionnels (c'est souvent surprenant et inspirant !) 2 - Aligner ces aspirations avec les besoins de l'entreprise 3 - Brainstormer des objectifs concrets et mesurables (on transforme des idées vagues en plans d'action !) J'ai remarqué que cette approche rend le feedback moins mena?ant. Ce n'est plus une critique, mais un outil pour atteindre leurs propres objectifs.

Even though the 'Sandwich Method' for feedback is very popular, it's not very useful because you'll need five positive ones to even out one negative comment. So, I recommend giving feedback with 'Radical Candor': Care personally and challenge directly. This way, you share the feedback in a clear and direct manner while still showing that you care about the person and their success.

Present feedback backed by data and specific examples. Objective evidence can be harder to dismiss than subjective opinions. Share anonymized feedback from team members, highlighting areas where the manager's behaviour could be impacting the team.

I encourage my managers to do a SWOT analysis of their own self. Then discuss with them about their areas of improvement. And for the areas I specifically want them to improve upon, I use open ended questions like - What do you think about this aspect? Taking the manager’s view and a consultative approach makes it easier for me as a leader to coach them. I find this effective because making the self assessment as a starting point reduces the resistance. Try it, it works

Dealing with resistance can be achieved by guiding managers to self-assess their performance. Facilitating a structured approach, they can identify strengths and weaknesses on their terms, providing a foundation for greater receptivity to external feedback that aligns with their insights. Encourage the use of reflective journals or self-assessment tools to maintain a regular and organized self-evaluation process, leading to more meaningful growth and openness to improvement.

J'ai découvert que l'auto-évaluation est un puissant outil pour les managers réticents au feedback. C'est comme leur donner un miroir magique ! Quelques approches qui ont fait leurs preuves : - Séances de réflexion guidée - Journal de bord professionnel - Outils d'auto-évaluation ludiques Cette démarche les aide à identifier leurs forces et faiblesses à leur rythme. J'ai vu des managers devenir plus réceptifs au feedback externe une fois qu'ils ont pris l'habitude de s'observer. Le plus gratifiant est de voir chacun s'approprier leur développement avec enthousiasme !

Encourage the manager to use self-assessment tools or personality tests to gain insights into their own behaviour and areas for improvement. Ask questions that prompt self-reflection, such as "What do you think went well in that situation, and what could have been improved?"

Work with the manager to set specific, measurable goals related to their development areas. Schedule regular follow-up meetings to discuss progress, challenges, and adjustments to their action plan.

Consider these factors to incorporate: Active listening: Practice attentive listening, asking relevant questions, and providing validation. This displays empathy and encourages the manager to open up. Leverage strengths: Focus on their strengths as a foundation for improvement. Complementing their abilities encourages a growth mindset and receptivity to feedback. Customize feedback: Deliver feedback in digestible, actionable steps with clear objectives. Align feedback with their preferred communication style and pace for easy absorption. Shared experiences: Share relatable stories to normalize setbacks and display common leadership challenges. This offers a sense of companionship, minimizing resistannce.

By approaching feedback with empathy, respect, and a clear focus on positive outcomes, you can help a resistant manager become more open to feedback and, ultimately, more effective in their role.

Tailor your communication style to match the preferences of the manager. Some managers may appreciate direct, straightforward feedback that gets straight to the point, while others might respond better to a more collaborative and gentle approach that involves them in the process. Understanding and aligning with their communication style can make your feedback more palatable and increase the likelihood of it being accepted and acted upon. For instance, if a manager prefers data-driven discussions, prepare detailed reports and examples. If they value team input, facilitate a collaborative meeting to gather insights and provide feedback.