Your team is resistant to feedback. How can you transform criticism into growth opportunities?
If your team balks at feedback, it's crucial to reframe it as a catalyst for development. To shift the mindset:
- Encourage an open dialogue. Make feedback sessions a two-way street where team members can voice their perspectives.
- Set specific, achievable goals based on the feedback, providing a clear roadmap for improvement.
- Celebrate progress and small wins to reinforce the positive impact of constructive criticism.
How have you leveraged feedback to enhance your team's performance?
Your team is resistant to feedback. How can you transform criticism into growth opportunities?
If your team balks at feedback, it's crucial to reframe it as a catalyst for development. To shift the mindset:
- Encourage an open dialogue. Make feedback sessions a two-way street where team members can voice their perspectives.
- Set specific, achievable goals based on the feedback, providing a clear roadmap for improvement.
- Celebrate progress and small wins to reinforce the positive impact of constructive criticism.
How have you leveraged feedback to enhance your team's performance?
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Explain that being closed to feedback is development- and career-limiting. If that does not help- explain once more. If no change - then start working on replacement
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If your team is resistant to feedback, start by holding up the mirror. What are you doing, or not doing, that is contributing to a culture where growth feedback isn't safe? I have yet to work with an organization where the conditions for learning were not significantly impacted by senior leadership.
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When there is resistance to feedback it is typically because the person communicating is being too vague. I like to use the SBI model for this reason. It helps the employee really understand the “unintended” consequences of their behavior.
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Focus on creating a psychologically safe environment where feedback is seen as a tool for development rather than judgment. Start by modelling the behaviour you want to see. Share your own experiences with receiving feedback and how it has helped you grow. This vulnerability can help break down barriers and show that feedback is valuable for everyone, regardless of position.
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Make sure that conversations and processes are open and constructive. As a leader model behaviour and responses… make sure that the feedback is interactive and not negative. Always ensure that you begin feedback sessions by asking your colleague for their thoughts and what they think is going well/not so well. Ask them what they feel they would like support with and how you can help them. Then pitch your feedback by explaining to them what you need them to develop, why, and the impact it would have on the bigger picture and how you propose to help.
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