Feedback is a gift, which you choose to keep, disregard or pass on! You can’t make someone act on feedback, it really is their choice! However, helping them understand it’s worth and the benefits of taking it can make the difference. Feedback on its own is not always enough….. shining a light on what’s next, and the potential reward, is what can determine the right choice about the gift!

Yes, of course it can, but not in 100% of situations. Sometimes it’s just not going to work out. Don’t beat yourself up, just reflect whether you’re doing all you can.

People often resist feedback due to two key reasons in my experience: 1) They feel unsafe, or 2) they are stuck at an “expert” stage of ego development, believing they already know everything & everything they know is right and complete. As the latter requires more space than available here, let’s focus on the first point. You may overcome the resistance by firstly creating psychological and physiological safety. Learn to properly regulate your own emotions, and approach the conversation with curiosity, openness, & appreciation. Resist giving the feedback you want & ask them about the areas they would find feedback helpful & focus there. Over time, they’ll start recognising the value of feedback and become more receptive.

I've had teammates that were resistant to feedback because they wanted todo it their way. I've also had same from others when they thought I was overstepping. I had a friend that just thought all they would hear is criticism from a boss. From that experience, context is everything. What they hear may not be feedback but noise, micromanaging, or being unjustly targeted. To turn that around, put your feedback into context of the hearer. Ask about what they value and speak to them in terms of that values. When you do so, you also establish what you value. This becomes mutual respect and you communicate respectfully about how performance can be improved by change in behavior, action, or perspective.