How do you deal with resistance or conflict when giving or receiving agile coaching feedback?

In summary, agile leaders deal with resistance or conflict during feedback sessions by understanding the context and purpose of the feedback. They create a safe space, clarify the purpose, understand the context, encourage feedback as a two-way process, and follow up and support team members. By doing so, they foster a constructive feedback culture that promotes continuous improvement and learning.

Agile leaders should choose a private, comfortable setting for feedback that respects the receiver's availability and cultural differences. They can ask for receiver preferences and avoid public feedback. Additionally, timing is crucial, and feedback should be given when the receiver is most receptive. Choosing the right time and place for feedback ensures it is respectful, confidential, and likely to be well-received.

Agile leaders can use the SBI model to give objective and actionable feedback by describing the situation, behavior, and impact. They should be specific, provide examples, and focus on behaviors rather than personality traits. Additionally, they should use the "and" approach and avoid becoming defensive when receiving feedback. By doing so, they can foster a culture of continuous improvement and learning in their agile team.

Agile leaders can foster a positive feedback culture by expressing appreciation and curiosity during agile coaching sessions. They can acknowledge team members' efforts and progress, ask open-ended questions, and provide positive feedback. Additionally, celebrating successes and showing empathy towards those facing challenges can build trust, rapport, and motivation. By doing so, agile leaders can encourage continuous improvement and create a supportive environment in their team.

Agile leaders can seek feedback from multiple sources to gain a comprehensive understanding of team performance. They can use surveys, interviews, observations, and data analysis to collect feedback from team members, customers, and stakeholders. By comparing and contrasting feedback, they can identify patterns and areas for improvement. Additionally, they should use a growth mindset and view feedback as an opportunity for learning and improvement. By incorporating feedback into their coaching approach, agile leaders can foster a culture of continuous improvement in their team.

Agile leaders can act on feedback received in coaching sessions by prioritizing it based on relevance, setting SMART goals, collaborating with the team, seeking coaching or mentoring, monitoring progress, and celebrating successes. It is crucial to communicate an action plan to feedback providers and seek their support. Monitoring progress and celebrating successes help to reinforce positive behavior and show commitment to learning and growth. By doing so, agile leaders can foster a culture of continuous improvement and growth in their team.

Understanding empathy and listening skills and how to apply it in each situation is key to being a great Agile Coach. Agile Coaches must practice these skills to get to the underling cause of any problems facing at team or customer. Many times it is not technical but political in nature.

Agile leaders can deal with resistance or conflict when giving or receiving agile coaching feedback by building trust, using positive language, explaining the "why," fostering a learning culture, and addressing conflicts proactively. They should create a safe and supportive environment for feedback and encourage open and honest communication. By doing so, they can help their team to grow and improve continuously.