What do you do if high-level professionals are resistant to feedback?

Navigating feedback resistance among high-level professionals requires empathy, strategic timing, and tailored communication. Foster a culture where feedback is synonymous with growth, emphasizing shared objectives. Encourage self-reflection rather than direct critique, transforming resistance into receptiveness and fostering a continuous learning environment. #FeedbackCulture #LeadershipGrowth #ProfessionalDevelopment

Cuando profesionales de alto nivel se resisten a la retroalimentación, abordar la situación con sensibilidad y estrategia es fundamental: _Establece un ambiente de confianza y apertura, enfatizando la importancia del crecimiento continuo en el desarrollo profesional. _Explora sus preocupaciones y percepciones sobre la retroalimentación, validando sus puntos de vista. _Destaca cómo la retroalimentación constructiva puede impulsar su desarrollo y éxito a largo plazo. _Proporciona ejemplos concretos de cómo la retroalimentación ha sido beneficiosa para otros líderes en su posición. _Ofrece apoyo personalizado, para ayudarles a superar sus resistencias y aprovechar al máximo el proceso de retroalimentación.

Before giving feedback, it's crucial to understand why you're providing it. Having a clear and specific purpose ensures that your feedback is constructive and aligned with organizational objectives. Consider how the feedback will contribute to the individual's professional growth and the success of the team or organization. This clarity helps in framing the feedback positively and making it relevant.

Avalie o quanto a resistência ao feedback pode estar relacionada à uma outra necessidade n?o atendida. O livro "Preciso saber se estou indo bem" de Richard L. Williams mostra claramente a importancia do lider criar créditos positivos reconhecendo de forma explícita sobre como o colaborador contribui para os resultados da organiza??o e a importancia disso. Por mais que o profissional performe bem, precisa receber indicadores claros neste sentido e de forma consistente. Desta forma, estará possivelmente mais aberto a olhar para suas possibilidades futuras e valorizar recomenda??es de como pode melhorar quest?es que poder?o ajudar a performar ainda melhor.

Timing and setting significantly influence the receptiveness of feedback. Select a time and place that are conducive to open communication and confidentiality. Avoid delivering feedback when the individual is busy, stressed, or distracted, as they may not fully absorb the information. Opt for a private and neutral space where both parties feel comfortable and respected, ensuring that the feedback session is focused and productive.

Consider a situation where you are approaching a senior manager for particular feedback when he is near the exit door, leaving the office at the end of the working day. He or she may not let you disappoint, but certainly, may try to be diplomatically concise or indirect due to time constraints and fatigue factors. Comfortable setup with an appropriate approach and convenient timing also matters.

The SBI (Situation-Behavior-Impact) model provides a structured framework for delivering feedback effectively. Start by describing the specific situation where the observed behavior occurred. Then, objectively outline the behavior itself, relying on factual evidence rather than personal opinions or judgments. Finally, articulate the impact of the behavior, both positive and negative, on individuals, teams, or the organization as a whole. This approach helps keep the feedback focused on behaviors and their consequences, fostering a constructive dialogue.

Normally, it is quite tough to get the top executive's viewpoint directly, this may be due to the basic human tendency to avoid the repercussions of voicing an opinion in a given situation. Staring with a general and common discussion and then asking their perspective on a given situation without revealing specifications is certainly helpful as they are not required to own the statement, as it is general talk..

Feedback should be a two-way conversation, allowing the recipient to share their insights and viewpoints. Encourage the high-level professional to express their thoughts on the feedback provided, including their perceptions, concerns, and motivations. Actively listen to their perspective, demonstrating respect for their opinions and fostering mutual understanding. This exchange helps uncover any misunderstandings or discrepancies and promotes a collaborative approach to addressing feedback.

A abordagem de perguntar a perspectiva do profissional transforma o diálogo em uma colabora??o construtiva, onde ambos os lados podem compartilhar suas vis?es e entender melhor os motivos por trás das atitudes ou comportamentos. Além disso, ao mostrar interesse no ponto de vista deles, criamos uma base sólida para construir uma rela??o de confian?a e facilitar mudan?as positivas.

While feedback highlights areas for improvement, it's essential to offer constructive suggestions and support for development. Provide actionable steps and resources that the individual can utilize to address the feedback effectively. Tailor your recommendations to their specific needs and goals, emphasizing practical solutions that facilitate growth and performance enhancement. Additionally, offer ongoing support and guidance to ensure that the individual feels empowered to implement the feedback successfully.

Feedback isn't a one-time event but an ongoing process of growth and development. Follow up with the high-level professional regularly to monitor their progress, address any challenges, and provide additional guidance as needed. Acknowledge and celebrate their achievements and milestones, reinforcing positive behaviors and fostering a culture of continuous improvement. By recognizing their efforts and progress, you reinforce the importance of feedback and encourage sustained growth and success.

Beyond the core steps, consider factors such as establishing a foundation of trust and openness, validating the individual's concerns and perspectives, providing real-world examples to illustrate the benefits of feedback, and offering personalized support tailored to their unique needs and challenges. By addressing these considerations, you create an environment conducive to effective feedback exchange and professional development.