What do you do if your interviewee is resistant to constructive feedback?

Algumas estratégias me ajudam a transformar resistência em oportunidade de desenvolvimento: Estabelecer Confian?a: Demonstrar empatia e respeito para criar um ambiente de confian?a. Ser Específico e Objetivo: Utilizar exemplos concretos para tornar o feedback claro e compreensível. Técnica do Sanduíche: Enquadrar o feedback construtivo entre dois comentários positivos. Promover a autorreflex?o: Incentivar o entrevistado a refletir sobre seu próprio desempenho através de perguntas. Oferecer Suporte e Recursos: Fornecer ajuda adicional para facilitar a melhoria do entrevistado. Ser Receptivo: Ouvir as preocupa??es do entrevistado e ajustar a abordagem se necessário.

My major focus will be on Listening and understanding the feelings of the interviewee's . I will try to assure them that my criticism is from a place of wanting to help. From observation, most interviewee's are either tensed by the questions or the facial expressions of the interviewer. In all, the ability to create favourable atmosphere that tailors down to their needs shouldn't be neglected

Provide feedback in a comfortable manner Acknowledge the effort they have put in Encourage the candidates to share their perspectives Goal of feedback is to encourage behavior change

In my opinion, , try to make them feel more comfortable first. Explain clearly that your goal is to help them improve, not criticize. Use specific examples to show where they can do better and balance this by mentioning what they already do well. Always be kind and respectful in your approach. Encourage an open conversation by asking them how they feel about the feedback and what support they need to improve. Sometimes, it might help to follow up later, giving them time to think about the feedback.

Examine the interviewee's initial response to comments first. It's critical to ascertain whether their resistance is a result of disagreement, surprise, or misunderstanding. This first phase provides guidance on how to handle the problem tactfully and successfully.

To build rapport, you may need to: -Acknowledge their perspective: Recognize their feelings and viewpoint. -Validate their feelings: Confirm that feeling resistant is natural. -Emphasize mutual goals: Highlight shared objectives. -Offer specific examples: Provide clear instances for improvement. -Suggest alternatives gently: Propose options tactfully for consideration. -Encourage open dialogue: Invite them to express their thoughts. -Provide support and encouragement: Offer assistance and positive reinforcement. -Reinforce positive aspects: Highlight strengths alongside areas for improvement. -Follow up for progress: Check in regularly to track improvement.

Focus on developing a closer relationship with the interviewee. Empathic communication and demonstrating a sincere interest in their viewpoints might help achieve this. A good rapport builds trust, which encourages the interviewee to be more receptive to criticism.

To adjust the feedback, you may need to: -Acknowledge resistance: Recognize their hesitancy to receive feedback. -Express understanding: Show empathy towards their feelings. -Clarify intentions: Reiterate the purpose of feedback as growth-oriented. -Offer tailored advice: Provide personalized suggestions for improvement. -Encourage reflection: Prompt them to consider feedback constructively. -Promote ownership: Encourage them to take ownership of their development. -Provide resources: Offer support or resources to aid improvement. -Set achievable goals: Collaborate on setting realistic goals for progress. -Celebrate milestones: Acknowledge and celebrate their achievements along the way.

If resistance continues, think about changing the way you provide feedback. Adapt your strategy to the interviewee's communication style and personality. Sometimes, in order to improve reception, a more straightforward or gentle approach may be required.

Having an open dialogue, whether via email, phone call, or another specific medium, can help you gauge feedback from the interviewer. This also means that any dialogue perceived as critical can be used as constructive feedback. By addressing and resolving concurrent mishaps and misunderstandings, you can work towards finding the ultimate solution.

Encourage frank communication. Invite the interviewee to share their opinions regarding the criticism. This not only makes individuals feel heard, but it also clears up any confusion and sheds light on their viewpoint.

To encourage dialogue, you may need to: -Invite discussion: Welcome to their perspective on the feedback. -Listen actively: Pay close attention to their concerns and viewpoints. -Ask open-ended questions: Encourage them to elaborate on their thoughts. -Validate their input: Acknowledge the value of their contributions. -Seek common ground: Look for areas of agreement to build upon. -Clarify misunderstandings: Address any misconceptions or confusion. -Explore solutions together: Collaborate on finding mutually beneficial solutions. -Be patient and empathetic: Show understanding and patience throughout the dialogue. -Encourage feedback on feedback: Invite them to share thoughts on the feedback process itself.

This is when contemporaneous note come in helpful. I always note examples for feedback you can then build on that with describing what you think good looks like or others we interviewed said…

To provide examples, you may need to: -Begin by expressing understanding and empathy towards their reaction to feedback. -Explain that feedback is essential for personal and professional growth. -Use concrete examples to illustrate both their strengths and areas needing improvement. -Encourage them to share their perspective and concerns openly. -Offer guidance and support in developing strategies to address feedback. -Highlight the positive outcomes of accepting and integrating constructive feedback into their development journey.

Provide precise instances to support your arguments. By doing this, the criticism becomes more relatable and concrete as opposed to critical and abstract. Examples also show a deep comprehension of the activities taken by the interviewee and their consequences.

Stress that you are prepared to assist the applicant in addressing the feedback areas. Talk about any tools, instruction, or mentorship that might be available to aid in their improvement. Supporting someone can help feedback become a positive chance for personal development.

The fact the people are sometimes resistant to negative feedback could be a sign of a much deeper issue. Sometimes the only way to get the root cause of this is to have a conversation outside of work issues and something that involves beliefs and values. The caveat is that, as a leader, this type of conversation is only possible when there is trust within that relationship. Other issues could be the nature of the environment they work in. Is there generally open communication? what is the level of gossip? how do leaders generally support employees? You can't simply, all of a sudden, get people to open up by showing empathy when you haven't done it in the past.

Em minha experiência, percebi que a maioria das vezes em que o liderado demonstrou “resistência”, era, na verdade, porque o líder n?o soube aplicar corretamente o feedback. Neste sentido, precisamos entender o que seria essa resistência: falta de compreens?o da mensagem? Feedback mal estruturado? Falta de maturidade emocional? Assim, é dever do líder aprender uma estrutura adequada para dar um bom feedback corretivo. Com rela??o ao último ponto (falta de maturidade emocional), cabe ao líder ter paciência e apresentar uma boa qtde de exemplos reais para enriquecer o seu discurso. E, caso ocorra uma sequência de feedbacks corretivos sem mudan?a de comportamento do liderado, talvez seja o momento de se pensar na saída deste profissional.