What do you do if your feedback is met with resistance and hinders progress?

Understand: Start by trying to understand the reasons behind the resistance to your feedback. Is the individual unclear about the feedback provided, do they disagree with it, or are there underlying issues causing their resistance? Actively listen to their perspective and ask open-ended questions to gain insight into their concerns. Clarify Expectations: Ensure that expectations for performance, behavior, or outcomes are clear and well-defined. Clarify the specific areas where improvement is needed and provide examples or evidence to support your feedback. Root Causes: Explore the underlying reasons behind the resistance to your feedback. Is it due to a lack of understanding, skill gaps, personal biases, fear of failure or other factors?

Seek to understand the source of resistance, address concerns empathetically, and emphasize the benefits of constructive feedback. Foster a culture of open communication and continuous improvement to overcome barriers to progress.

Resistance to change is completely natural, since most of us do live in certain routines and feedback often means a change of routines is required. It massively helps me to remember when my feedback is met with resistance, that this is not about me personally, but that it is the natural human reaction to changing any, even harmful routines. Even if it is clearly beneficial to change the routine, at first people will try to avoid it. Over time, with repeated feedback, initial first steps, and continuous work on it, people start to appreciate the feedback and implement it. So always remember it is a process, is nothing personal and requires patience.

I always do what I call the preemptive strike. I explain that I'm happy to share feedback. I always want to be 100% honest and know they may not agree with it. However, if I'm going to share it and help them now and in the future, I ask that they listen, don't get overly defensive, and take it for what it is.

Emotions play a significant role in resistance and pushback. Taking a moment to understand the underlying emotions, such as feeling threatened or unappreciated, can foster empathy and open communication. Acknowledging these emotions creates a safe space for constructive dialogue and increases receptiveness to feedback, leading to better resolutions.

Communication is a two way street. When facing resistance first review the message you delivered and how that was delivered, as misinterpretation and defensiveness might as well be from your side. Do not assume you are always right just because you are the supervisor. Deal with the crux of the issue and give certain level of trust to foster effective communication.

Clear communication is key to navigating resistance effectively. Focus on providing specific, actionable feedback centered on behaviors rather than personalities. By offering clear examples and practical steps for improvement, you can avoid misunderstandings and promote a positive view of feedback as a path to success, not personal criticism.

Foster Open Communication: Encourage open communication and create a safe space for the individual to express their perspective. This can help in understanding the root cause of the resistance and addressing it effectively.

Take the time to understand the reasons behind the resistance. Engage in open dialogue with the individual to uncover their perspective, concerns, and any underlying issues that may be contributing to their resistance.

When feedback is met with resistance and hinders progress, it's essential to seek understanding by empathizing with the recipient's perspective. Listen actively, acknowledge their concerns, and address them constructively. Foster open communication to clarify intentions and align goals. Collaboratively explore solutions that reconcile differences and promote mutual growth.

Seeking understanding is key to bridging gaps and fostering collaboration. Encourage open dialogue by asking thoughtful questions and actively listening to the other person's concerns. Finding common ground builds a foundation for mutual growth and learning, transforming feedback into a catalyst for positive change.

Put yourself in the other person's shoes and strive to empathize with their point of view. Validate their feelings and acknowledge the validity of their concerns.

Let Them Propose Solutions: Allow the individual to propose solutions to the challenges identified in the feedback. By involving them in the problem-solving process, you can minimize resistance and foster engagement

Assess how your feedback is being received and consider whether adapting your communication style could lead to better understanding and acceptance. For example, if the individual prefers a more visual approach, providing concrete examples or diagrams may be more effective than verbal explanations alone.