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Last updated on 2024年7月19日

Here's how you can overcome resistance to feedback in your nonprofit organization's leadership team.

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In the world of nonprofit leadership, feedback is a vital tool for growth and improvement. However, it's not uncommon for leaders to resist feedback, especially when it challenges their current methods or beliefs. This resistance can stem from a variety of reasons, including fear of change, perceived criticism, or simply a lack of understanding of the benefits that constructive feedback can provide. To ensure your nonprofit thrives, it's crucial to overcome this resistance and foster an environment where feedback is welcomed and acted upon. By embracing feedback, your leadership team can become more adaptive, innovative, and effective in achieving your organization's mission.

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Africka S. H.
Renuka Behera

Founder @ DonateMART Foundation | Passionate About Making an Impact Through Social Work l Nonprofits Organization I NGO
Shreyansh Mishra

Founder & Entrepreneur | Harvard-PAIR 2024 Delegate | Ex- Intern MKU Limited | PGDM - NADP | TEDx | Topmate.io…

1 Embrace Empathy

Understanding the perspective of your team members is the first step in overcoming resistance to feedback. Empathy allows you to gauge the emotional and professional state of your colleagues, which might be causing them to resist feedback. By actively listening and showing that you care about their concerns and aspirations, you create a safe space for open communication. This approach helps in breaking down barriers and encourages leaders to see feedback not as a personal attack but as an opportunity for growth and improvement.

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Renuka Behera

Founder @ DonateMART Foundation | Passionate About Making an Impact Through Social Work l Nonprofits Organization I NGO
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To overcome resistance to feedback within your nonprofit organization's leadership team, it is essential to foster a culture of openness and trust. Start by modeling receptive behavior yourself, demonstrating how to accept and act on feedback constructively. Encourage open dialogue by holding regular, structured feedback sessions where team members can share insights in a safe and supportive environment. Provide specific, actionable feedback rather than general criticisms, and highlight the benefits of feedback for personal and organizational growth. Additionally, recognize and reward those who embrace and implement feedback, reinforcing the positive impact of this practice on the organization's mission and goals.

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Africka S. H.
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Empathy involves that there are outside factors that affect the internal culture. Take the time to get to know your employees/volunteers in non-conventional ways, such as going for a walk and solving ONE issue affecting the organization; offer discussion groups around mindfulness or meditation; encourage self-care with a company-sponsored spa day. People have a tendency to neglect themselves and we must make it clear that a whole person is a healthy person.

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2 Set Expectations

To effectively integrate feedback into your nonprofit's culture, it's essential to set clear expectations about its role and importance. Communicate that feedback is not just a casual conversation but a structured process aimed at enhancing individual and organizational performance. Establish guidelines on how feedback should be given and received, emphasizing the need for it to be constructive, specific, and solution-focused. When expectations are clear, resistance is minimized because everyone understands the value and the process behind giving and receiving feedback.

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3 Model Behavior

One of the most powerful methods to reduce resistance to feedback within your leadership team is to lead by example. Show your team how to give and receive feedback effectively by doing it yourself. When you openly seek feedback and respond to it positively, you demonstrate its importance and normalize it as part of your organizational culture. Leaders who walk the talk inspire their teams to follow suit, thus creating a ripple effect of openness to feedback across the organization.

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4 Provide Training

Resistance to feedback often comes from a lack of know-how. Providing training on how to give and receive feedback can empower your nonprofit's leadership team with the skills they need to handle it constructively. Training should cover aspects such as active listening, non-defensive communication, and how to use feedback to set actionable goals. Equipped with these skills, leaders are more likely to embrace feedback as a tool for personal and professional development.

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Africka S. H.
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Providing training goes well beyond giving a new hire or volunteer materials to read. Training is engagement for understanding the mission, vision, and culture of the organization. Yes, materials should be read for a basic understanding but must be demonstrated and questioned for true mastery. Train your people to read, act, process, question, and improve on what exists. This type of training reinforces that the employee / volunteer voice matters and is a needed contributor to the culture.

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5 Celebrate Progress

Recognizing and celebrating progress made as a result of feedback can significantly reduce resistance within your leadership team. When individuals see tangible benefits from acting on feedback, such as improved performance or the successful implementation of new ideas, it reinforces the value of the feedback process. Celebrating these wins not only boosts morale but also encourages a continuous cycle of feedback and improvement.

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6 Follow Up

Lastly, ensuring that feedback leads to action is critical in overcoming resistance. Follow-up with your leadership team to discuss how they've implemented the feedback and what outcomes have resulted from it. This accountability shows that feedback is taken seriously and is intended to produce results. Regular follow-ups also provide opportunities for additional guidance and reinforce the message that feedback is an ongoing part of professional development in your nonprofit.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Shreyansh Mishra

Founder & Entrepreneur | Harvard-PAIR 2024 Delegate | Ex- Intern MKU Limited | PGDM - NADP | TEDx | Topmate.io Counsellor | Aerospace & Defence | Geopolitics | Animal Activist
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To overcome resistance to feedback in your nonprofit organization's leadership team, start by fostering a culture of openness and continuous improvement. Encourage regular, constructive feedback sessions and model how to accept and act on feedback positively. Clearly communicate the benefits of feedback for personal and organizational growth. Provide training on giving and receiving feedback effectively. Address any specific concerns or misconceptions about feedback and create a safe environment where team members feel comfortable sharing and receiving input. Recognize and celebrate instances where feedback leads to positive changes to reinforce its value.

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Africka S. H.
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Humor. It relieves tension, gives folks permission to laugh (even at their own mistakes), and offers an opportunity to regroup in a relaxed fashion to solve complex problems/situations. Humor is a super power, use it positively and tastefully.

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Here's how you can overcome resistance to feedback in your nonprofit organization's leadership team.

1

2

3

4

5

6

7

1 Embrace Empathy

2 Set Expectations

3 Model Behavior

4 Provide Training

5 Celebrate Progress

6 Follow Up

7 Here’s what else to consider

Non-profit Leadership

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Here's how you can overcome resistance to feedback in your nonprofit organization's leadership team.

1

2

3

4

5

6

7

1 Embrace Empathy

2 Set Expectations

3 Model Behavior

4 Provide Training

5 Celebrate Progress

6 Follow Up

7 Here’s what else to consider

Non-profit Leadership

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