How can you handle team members who resist feedback from project sponsors, managers, and stakeholders?

Developing a self-awareness that explores the alignment between one's values and behaviors has proven instrumental in my ability to facilitate feedback within a team. This process becomes invaluable when team members exhibit behaviors that don't align with their cherished values. It entails a straightforward approach: I initiate a conversation with an open-ended question, leading to a unique personal storytelling moment from the team member's life. Subsequently, I inquire about which values this story exemplifies as being of utmost significance to the member and their motivation. This approach fosters a self-reflective feedback loop, characterized by open-mindedness and receptiveness on both ends, the giver of feedback and the receiver.

FIRST or LAST, develop Trust ! This takes long time & hard work ?? Don't open mouth to give feedback which is not wanted by anyone ! Don't get into HR theories to put off people !

9 HABITS OF HIGHLY EFFECTIVE FACILITATORS Facilitating large groups is a highly delicate endeavor, where a single mistake, an erroneous judgment, or a lack of response can lead to losing the group’s commitment forever. With two decades of experience as a professional facilitator of innovation, I have led over 1000 workshops globally. Through numerous mistakes, unexpected challenges, and encounters with diverse human behaviors across cultures, I have gathered invaluable insights. I have distilled 9 essential habits of highly effective facilitators for you in this article: https://www.dhirubhai.net/pulse/9-habits-highly-effective-facilitators-front-end-innovation-fztuf?utm_source=share&utm_medium=member_ios&utm_campaign=share_via

Go back to basics... what is the purpose of the feedback, who is it actually for? Before digging into why they may be "resistant" to feedback, be clear on why you feel its needed.... and is it based on fact or opinion.... are you the best person to give the feedback. Yes there may be personal, cultural, other reasons to be defensive to feedback that is given so you must be clear on the basics - ie why, when, who, where, how, what

Setting clear ground rules and expectations early on is critical. Remember that feedback can be both positive and developmental... nurture an open culture to all feedback early will increase the likelihood of developmental feedback being more easily accepted rather than reacting defensively if and when the situation arises

Facilitation is an art requiring skillful listening. Successful facilitation depends on recognizing emerging patterns resonating themes dynamic shifts. It involves asking open questions and seizing opportunities for group learning. I observe and identify evolving group dynamics as a facilitator. Recognizing recurring themes or issues allows tailoring the process to meet the group's needs. Identifying what resonates with the group is crucial. This involves keenly observing enthusiasm non-verbal cues and the passion for discussing topics steering discussions toward more meaningful interactions. Effective facilitation hinges on asking open-ended questions that encourage deeper exploration of ideas and promote dialogue. Thus Empowering members.

Understanding Power, Privilege, Rank, and Race in groups is pivotal. Groups reflect societal norms, often mirroring similar dynamics. When facilitating a group tackling complex issues, innovative solutions can't emerge if group dynamics replicate the social structures causing the problem. Therefore, the facilitator must grasp identities, geographies, socio-political norms, and the context. Without this awareness, the facilitator might unintentionally perpetuate harm and oppression, undermining the group's long-term success.

Handling team members who resist feedback can be a challenging task. Here are some strategies that might help: Create a Safe Environment Emphasize the Importance of Feedback Provide Constructive Feedback Encourage Self-Assessment Lead by Example Always Remember, change takes time and patience. Stay positive, persistent, and supportive throughout the process.

Trauma-informed facilitation is essential when we look at resistance to feedback. There are protector parts in the human psyche that are constantly trying to protect us from harm; being aware that our team members are also human and may have experienced trauma that we are not mindful of, make sure to hold inquiry before pushing the agenda for feedback. Remember, Feedback is a tool and not the end goal. Sometimes in effective feedforward may need to be addressed, where clear goals, agreements, and roles need to be established with clear timelines and boundaries rather than giving feedback, and that might be the very resistance.

Building on what Rashmi Dixit already shared: There might be a deep wound that causes a person to go into automated protection mode, meaning, they have completely closed off from receiving feedback. Taking the time for a one-on-one to reflect your perception and asking the person how they are experiencing the current situation as well as their behaviour towards receiving feedback is a first step towards creating a dialogue on eye level. Showing concern and a desire to understand can soften internal barriers held up by the team member and enable more honesty between both of you. But at the end of the day your facilitation skills can also work as far as the other person is willing to change perspectives. Stubbornness is a tough nut to crack.