Your team member is resistant to Agile feedback. How can you break through their barriers?

Acknowledge that resistance may arise from a perceived threat to the team member’s autonomy. In a case where a senior engineer resisted Agile practices, I found that they felt their decision-making authority was being undermined. By involving them in the decision-making process & allowing them to set some of the Agile practices, their resistance decreased significantly. Understanding concerns about autonomy ensures that the team member feels their expertise & independence are respected, reducing resistance

Literally, anyone would resist what they don't understand As a coach, it's very important to understand these human natural behaviors. - Conduct necessary trainings/workshops -Encourage open dialogue - Provide needed support - Be patient - Give feedback and follow-up

When team members resist Agile, it's often due to misunderstandings or fear of change. The first step is to understand their concerns by asking what they think Agile means and why they believe it won’t work. This helps you identify the specific reasons behind their resistance. Once you know their concerns, you can address them directly by providing clear explanations, answering their doubts, and showing how Agile can actually benefit the team. This approach helps to ease their worries and paves the way for smoother adoption of Agile practices.

To break through a team member's resistance to Agile feedback, first, understand the root cause of their hesitation. In my experience, resistance often stems from fear of criticism or misunderstanding of the feedback process. Have a one-on-one conversation to uncover their concerns. Once you know the reason, address it directly—whether by clarifying that feedback is meant for improvement, not blame, or by adjusting how feedback is delivered. Showing empathy and addressing their specific worries helps ease the tension and opens the door to more productive collaboration.

"What people do not understand, they fear." As a leader, approach with this mindset and encourage an open dialogue. Understand your team members fear, because resistance is largely rooted in fear. Be patient, ask your team member how to better aid their understanding and support them with resources. Also, build trust.

Timely, clear and open communication is the key to feed back and understand the impact of Agile methodolgies in the team. Feedback, either positive or negative results in the further discussion to improve the existing Agile processes and team health. Resistance if any can be resolved through constructive discussion and supportive explanation.

Start by creating a safe and supportive environment where they feel heard and respected. Approach the situation with empathy, understanding their concerns, and asking open-ended questions to explore the root of their resistance. Use constructive, non-confrontational language to discuss the feedback, focusing on shared goals and the benefits of continuous improvement for both the individual and the team. Encouraging a two-way dialogue can help them feel more comfortable and engaged in the process. By building trust and reinforcing the value of collaboration, you can gradually reduce resistance and promote a culture of open, effective communication.

El ser humano se resiste al cambio por naturaleza, es un mecanismo de defensa, pero una comunicación efectiva puede marcar la diferencia ????? Te comparto 3 claves para abordar la resistencia al cambio en tus equipos: Escucha Activa: comprende las preocupaciones y dudas que tienen desde la empatía???? Claridad y transparencia: explica el porqué del cambio y los beneficios ???? Involucra a TODOS: hacer que las personas se sientan parte del proceso fomenta la aceptación. ??? Con estos consejos, podrás convertir la resistencia en un oportunidad con un diálogo abierto ??

One time at work, I encountered resistance to Agile feedback. In my experience, fostering open and honest communication is key. One thing I've found helpful is to initiate a dialogue, clarifying that feedback is not personal criticism but a tool for improvement. This approach helps build trust and breaks down barriers.

Start by explaining how Agile feedback fosters continuous improvement, leading to better outcomes for the team and the project. Emphasize that feedback is not about criticism but about collaboration, learning, and growth. Show them concrete examples of how previous feedback has led to successful results or improved processes. Engage them in open conversations, allowing them to express their concerns, and address those concerns by connecting the feedback to their personal and professional goals. By focusing on the positive impact of Agile feedback, you can help them see it as a valuable tool for both individual and team success.

One time at work, I faced resistance to Agile feedback. In my experience, highlighting the benefits can be transformative. One thing I've found helpful is to explain how Agile feedback leads to faster skill development, greater ownership, and a dynamic work environment. Connecting these practices to tangible benefits often makes team members more receptive.

One time at work, I noticed a team member resisting Agile feedback. In my experience, providing support can ease this transition. One thing I've found helpful is to assure them that they're not alone, offering additional training, pairing with experienced practitioners, or simply being available for questions. This support can reduce fear and encourage openness to feedback.

Try this, Empathize and Listen Reframe Feedback as Growth Involve in Goal Setting Create a Supportive Feedback Loop Provide Coaching and Mentorship Offer Resources and Tools Empower and Recognize Foster a Safe Environment

One time at work, I dealt with a team member resistant to Agile feedback. In my experience, encouraging ownership can make a difference. One thing I've found helpful is to give them responsibilities like leading a sprint review or managing a backlog. By taking ownership, they often begin to appreciate Agile's value and become more open to feedback.

One time at work, I faced resistance to Agile feedback. In my experience, leading by example can shift perspectives. One thing I've found helpful is to openly accept and act on feedback myself, sharing how it led to positive changes in my work. When team members see leadership embracing Agile principles, it often inspires them to do the same.