Your colleague is defensive when receiving feedback. How can you provide constructive criticism effectively?

When a colleague is defensive, start by acknowledging their strengths to build trust. Frame feedback as a shared goal for improvement, using "we" instead of "you" to reduce defensiveness. Be specific and focus on behaviors, not personal traits. Finally, offer support and be open to their perspective, fostering a two-way conversation.

Prompting discussion to engage the background of the issue without pinpointing specific matters. Look into reasons behind of his defensive on the issue - understand it before providing any feedback. Feedback should be given to general perception.

To provide constructive criticism effectively to a defensive colleague: 1. Choose a private, calm setting 2. Start with positive feedback 3. Use "I" statements and specific examples 4. Show empathy and invite their perspective 5. Collaborate on solutions 6. Follow up and recognize improvements 7. Lead by example, demonstrating openness to feedback yourself This approach helps build trust while addressing areas for growth.

Build a feedback friendly environment - for instance: ask for feedback on yourself; make asking for feedback norm; lead by example and try to implement feedback immediately.

Receptivity is important for feedback to work positively & for receptivity, timing is important. For providing feedback, choose a time, that is least stressful, so as to improve probability of easy acceptance of constructive criticism.

The timing of your feedback can greatly influence how it is received. Aim to provide feedback in a private, relaxed setting rather than during stressful or high-pressure moments. By choosing a time when your colleague is more receptive and less defensive, you increase the likelihood of your feedback being understood and acted upon. Ensure that the timing is considerate of their workload and current emotional state.

Elegir el mejor momento es súper importante y el buen resultado dependerá de esto. De igual forma el mejor tono y el contexto de la conversación. Crear un espacio de confianza y entendimiento hace la gran diferencia así como las palabras que utilicemos para dar comienzo a nuestra conversación. Todo suma o todo puede restar y dependerá de la actitud de la persona. Un lugar sin interrupciones y de personas que nada aportan o tengan alguna relación también deberá tomarse en cuenta. La prudencia es necesaria.

Frame your feedback with the intention of being supportive. Let your colleague know that determining a solution to help you both move forward, is the goal. This will help shift the perspective from criticism to a conscious resolution.

Feedback has to be both positive and negative. If you intend giving a negative feedback, remember to also point out the good work being done. That way, you are seen as being objective and not only out to pick on the wrong.

You might also try asking them to provide a self assessment. Pretend you’re your own manager, what would you say went well and what would you critique? By externalizing the analysis and offering the opportunity to self-assess, you can reduce resistance and increase reflection simultaneously.

The way you frame your feedback can impact how it's received. Use "I" statements to express your perspective without placing direct blame, such as "I noticed..." or "I feel that..." This method communicates your thoughts without making your colleague feel attacked. Also, focus on specific behaviors rather than personal attributes, which can help prevent them from feeling like their character is being criticized. Keep your language neutral and objective to maintain a constructive tone

Un lenguaje cónsono , de respeto , constructivo y positivo es sumamente importante para que la conversación pueda fluir de la mejor manera . Será necesario estar atentos a las respuestas y los tonos de voz para irse alineando y lograr un mejor entendimiento sin terminar en falsas interpretaciones . Evitar etiquetas y comentarios de otros porque podrían influir de forma negativa. Que no se sienta en ningún momento que está siendo atacado de forma injusta .

Before addressing any issue, it's crucial to understand the underlying reasons. Focus on the specific behaviors and actively listen to their perspectives, thoughts, and feelings

Put yourself in the other person's shoes before you come to any conclusion. Yes, be empathetic, be an active listener. Try to comprehend the other person's POV without getting defensive. Having done that, strategise your feedback and communicate the same accordingly.

Effective feedback is a two-way street. After providing your input, actively listen to your colleague’s perspective and concerns. This demonstrates respect for their viewpoint and can reveal underlying issues that might be affecting their performance. By engaging in a dialogue, you can better understand their challenges and collaboratively work towards solutions, making the feedback process more effective.

Feedback should be a two-way street. After sharing your thoughts, give your colleague a chance to respond. Listen actively to their perspective without interrupting or getting defensive yourself. This shows that you value their input and are not just dictating to them. Active listening can also provide insights into why they may be defensive and help you tailor your approach to be more effective in the future.

One thing I found interesting is that feedback is uncomfortable for everyone but necessary. Try to incorporate positive feedback and add on the feedback that needs improving and why it's needed.

If this person is an equal in the company hierarchy, offering to help is often the best approach. Start with a friendly, disarming conversation. Make it clear that you’re here for support and not interested in undermining them or making them look bad. Let them talk through what they perceive is happening and reflect on how it’s going. They might be frustrated or confused by criticism they’ve gotten elsewhere — or they might be unaware that people are noticing ways they’re falling short. Listen, and then ask directly: “do you want my input?” This gives you the opportunity to frame criticism as helpful ideas/ suggestions “I wonder if you could try XYZ and see if that helps…” Reassure them you’ve got their back and want them to succeed.

Follow the 3S Strategy - Support, Supply, Suggest While sharing feedback, be courageous & empathetic enough to offer support, supply additional resources & suggest alternative solutions & processes. This 3S investment will invariably reap rich returns in terms of success both at the individual level as well as team level.

By approaching the situation with empathy, clarity, and a focus on solutions, I can provide constructive criticism in a way that minimizes defensiveness and fosters a positive, productive relationship. Next time there’s a need for constructive criticism they should be readily open to receiving feedback because they know there’s no malicious intent.

Following up after providing feedback & support is a must for keeping things on track without digression. This will help to rectify deviations if any & and fill in the gaps as & when they arise. Regular monitoring that follows, normalises the feedback process as something that is a routine affair without intimidating the other person