First: Find out why is he resistant? Be open to know why . Is it because he may have a valid reason to justify his resistance? Secondly : Is he standing on a platform called 'I am right '. And not open to receive feedback to improve his work or life . Convey gently that by taking that position , he may be enroute to Self Sabotage ! Thirdly : Feedback is a friend , that has the power to sculpt our soul , accelerate our success. Its not our enemy !

When dealing with a team member resistant to feedback, adjust your coaching by first seeking to understand their perspective. Ask questions to uncover why they might be defensive, showing empathy and avoiding confrontation. Reframe feedback as a tool for growth rather than criticism, focusing on specific, actionable points. Use positive reinforcement to highlight their strengths and offer feedback in a collaborative tone. By involving them in the process and setting clear goals, you create a more receptive environment for improvement and mutual understanding. #AIassisted

First of all, this is okay to happen. Understand the reason for resistant first and then break your coaching techniques as: - Before feedback - build rapport, set clear expectations - During feedback - appreciate them, listen to them - After feedback - ask relevant questions, don't judge them, offer personal support if needed, celebrate their small wins Make them feel inclusive so that next time when they meet you, they are not hesitant. Want to learn more? Let's connect. #AbhijeetBatsa