What do you do if your team members are resistant to feedback?

To effectively handle resistance to feedback, first understand the reasons behind it. This might include feelings of being undervalued or past negative experiences. Show empathy and validate their feelings to reduce defensiveness. Use open-ended questions to encourage discussion and listen attentively to their concerns. This method helps adapt your approach to feedback, making it more constructive and acceptable, which can lead to better outcomes and improved relationships.

Well, if you've got team "members" (plural) who are resistant to feedback, it may be your feedback comes across as criticism rather than helpful input — so that's a you problem. If, however, it's just 1 or 2 people, first you need to understand why it is they're approaching the situation they way they are. Then you can place your feedback in a context that is helpful and can improve what they're doing. And keep in mind the possibility that your feedback may not be all that helpful. Finally, it's always best if the person to whom you're giving the input has the agency to make the decision freely rather than being forced. People will always prefer a free choice rather than a mandated one.

In my experience of leading teams and giving feedback it’s important to understand how that team member or employee is feeling g at a particular time. Are they having a good day or bad day, are there factors that might mean they won’t be able to accept feedback in the way it is intended. If you first seek to understand their current temperature then you should have more success. If you give the feedback and they resist it then ask questions to understand and adapt your approach accordingly

1. Listen with the intent of learning, not of counterattacking 2. Understand what motivates your team members 3. Prove your point on their terms, not on yours 4. If that doesn't work... leave the team

Understanding that we are all different people, bringing a variety of experiences and strengths to our work, is the most critical skill anyone can ever learn. Practice empathy and you will better understand the person on the other side of the table in all situations, and knowing that builds consensus both 1:1 and at scale.

Nadie puede dar feedback de forma efectiva sin antes haber construido una genuina relación de confianza uno a uno. De ahí la importante de trabajar los uno a uno de forma consistente y estructurada, para que el feedback sean oportunidades para seguir creciendo modificando areas de oportunidad pero también reforzando patrones o comportamientos positivos. Importante tomar en cuenta que el feedback de opotunidades se hace siempre de forma privada.

Trust is fundamental. Without it, feedback can be seen as criticism rather than a tool for growth. Building trust within a team involves consistent, fair interactions and showing genuine interest in team members' professional development and well-being.

To overcome resistance to feedback, fostering trust is essential. Without trust, team members may doubt intentions or competence, leading to resistance. Consistently demonstrate value for their contributions and ensure feedback aims to support growth. Transparency about the feedback process and involving them in solutions can build ownership and collaboration. Over time, this fosters a more open and receptive team environment.

Solid advice from LinkedIn AI. I'd also emphasize the importance of refraining from publicly criticizing employees. Criticism can demoralize not just those directly involved but also others who witness it. Likewise, public praise may not be beneficial for everyone, especially those struggling with performance. Instead, consider offering bonuses privately and recognizing achievements on a monthly honor board. Reserve personal, confidential conversations for addressing both criticism and praise, except for occasions like large events where awards and promotions are announced.

As consistency is key, this is also true for fostering trust. Making sure that feedback is a two-way street will show people that you value their input; give and receive feedback regularly and systematically and team motivation will soar.

Clear communication is key. I always strive to be direct yet empathetic, ensuring that feedback is productive, constructive and focused on actions and outcomes rather than personal traits.

?? Ready to dive into the art of clear communication? ?? - Embrace specifics: ?? Details matter! Be crystal clear to avoid confusion. - Actionable feedback: ?? Make it easy for improvement with practical suggestions. - Positive vibes only: ?? Build a growth mindset, not walls. Remember, it's about the message, not the person. Let's inspire growth together! ??

Clear communication is key. I always strive to be direct yet empathetic, ensuring that feedback is constructive and focused on actions and outcomes rather than personal traits. This clarity helps team members understand the feedback and how they can use it to improve.

There is a thin line between love and hate, and respect can be earned over years but lost in an instant. Always conduct yourself as if you're under a microscope, whether you're in private or at a company meeting. Trust me, this approach will eventually yield results. Above all, be honest with yourself.

I've learned over the years that preparation makes such a big difference. By coming to a feedback meeting with a plan and a clear intention and stating that intention from the very beginning, you will create clear and safe grounds for everyone to express themselves.

Offering words of encouragement goes a long way in demonstrating support. Recognizing achievements, milestones, and efforts, no matter how small, will boost morale and foster a sense of belonging. Also providing Resources for Growth and investing in the growth and development of team members will be a clear indicator of support (training programs, workshops, mentoring opportunities, or access to educational resources). By demonstrating a commitment to their professional growth, leaders will show that they are invested in their team's long-term success.

Offering support is essential. This could be in the form of training, resources, or even one-on-one mentoring. By showing commitment to team members' growth, you can alleviate some of the anxieties associated with receiving feedback

The simple sentence "I am here for you, we'll work on it together" can make a huge difference. What I've seen that also works is a follow-up meeting. After ending our feedback session with concrete next steps, we always circle back on these same topics after 2 or 3 weeks. This shows people you are involved in their professional progress and well-being.

Leading a team requires a balanced approach of rewards and consequences. Avoid portraying yourself solely as a good or bad boss, as people understand the complexities of leadership. Instead, strive to be fair, firm, and courteous. Maintain composure and avoid emotional reactions, as they can lead to manipulation, regardless of your role within the team.

Feedback as a two-way street should be inscribed in the culture of every organization. I've witnessed companies where feedback was utilized as a punitive tool, predominantly wielded by top management. In such instances, the repercussions were utterly disastrous. Over time, individuals became reluctant to engage in feedback sessions, participating only passively

- Building a culture of open communication is key to fostering a collaborative environment within a team. - Encouraging dialogue cultivates trust and strengthens relationships among team members, leading to increased productivity and creativity. - Valuing diverse opinions creates a sense of belonging and boosts morale, resulting in a more positive work atmosphere. - Emphasizing the importance of feedback helps team members grow both personally and professionally, driving continuous improvement. - By promoting a two-way conversation, you empower individuals to express themselves freely, sparking innovation and problem-solving.

e: I encourage an open dialogue where feedback is a two-way street. This empowers team members to voice their concerns and insights, which not only helps in addressing issues but also promotes a sense of ownership and engagement with the development process.

Leadership is essential in all aspects of life, be it within the family or at work. However, it's vital to acknowledge that leadership roles can vary depending on the situation. While the husband may take charge in tasks such as driving, home repairs, and car maintenance, the wife may lead in decisions concerning household matters, shopping, or travel planning. It's important not to constantly vie for control in every situation, as there may always be someone with a better understanding or expertise in certain areas.

Encouraging dialogue fosters understanding, trust, and collaboration. When team members feel free to express their thoughts and concerns openly, it creates a safe environment where feedback can be given and received constructively. If your team members are resistant to feedback, try to initiate open and honest conversations about the reasons behind their resistance. Listen actively to their perspectives and concerns without judgment. Acknowledge their feelings and experiences, and then gently guide the conversation towards understanding the importance of feedback for personal and team growth. Highlight how feedback can lead to improved performance, better outcomes, and stronger team dynamics.

When people don't accept feedback, it is simply resistance due to lack of confidence. Being unsure of a situation or not being open to new ideas is based on fear and doubt. It is solved by recognizing a persons effort and successes, even small ones which helps build confidence and trust between people. Saying their name, and then : "Great job on that xyz... or " I admire how you handled that xyz..." gets people to open up. The key is to be genuine and authentic.

- Acknowledging efforts boosts morale and motivates teams. - Celebrating even small improvements shows appreciation. - Recognizing changes based on feedback encourages positive behavior. - Appreciating hard work transforms resistance into receptiveness.

I am a strong believer in providing recognition where it is due. This is where you can be generous with it. Recognition doesn’t have to be reserved for work excellence or award-winning work. Recognition can be given for something as simple as someone making an effort, by a simple “thank you” and recognising the time put into the work. Unfortunately recognition is rarer than we imagine and is often a subject of employee disgruntlement. Recognition is free. Do it more! Let your peers, subordinates, partners, bosses - all understand your appreciation for what they do for you. Every little thing matters, every little thing helps you get stuff done.

Acknowledging efforts and improvements, however small, can significantly boost morale and openness to feedback. It reassures team members that their hard work is noticed and appreciated, making them more receptive to feedback.

By recognising effort in the first instance team members are more open to new ideas or different ways of working. Positive reinforcement always gleans better results than constructive crticism. I have used this to great effect and kept the team motivated and interested in improving our workflow.

Let them learn from their mistakes. If it’s not costing money then the best way sometimes is to step back and watch them learn from making mistakes. We can guide people not force them to see our perspective.

To effectively address team members' resistance to feedback, it's crucial to communicate "WIFM" (What's in it for me...) the value proposition. Start by understanding their perspective and concerns. Foster trust through empathy and active listening. Clearly communicate how feedback benefits them personally, such as skill improvement or career growth. Provide support and resources to facilitate feedback acceptance. Encourage open dialogue and recognize their efforts in embracing feedback. By emphasizing the individual benefits, you can motivate team members to embrace feedback positively and contribute to personal and professional development.

Feedback is like a mirror reflecting our growth journey. Remember, "Feedback is the breakfast of champions." ?? ?? Understanding Why Empathy unlocks the door to acceptance. ?? Fostering Trust Building trust is the bridge to constructive feedback. ?? Clear Communication Speak clearly to be understood effectively. ?? Providing Support Offering a helping hand paves the way for improvement. ??? Encouraging Dialogue Dialogue opens the door to mutual growth. ?? Recognizing Effort Acknowledgment fuels motivation and positivity.

Consider the following points also: Tailor Feedback Approach: Not all team members respond to feedback in the same way. Some may prefer direct, constructive criticism, while others may need a more gentle approach. Tailor your feedback style to suit the individual's personality and preferences. Set Clear Expectations: Ensure that team members understand the expectations for their role and performance. Clear expectations provide a basis for constructive feedback and help team members understand why feedback is necessary for growth. Model Receptive Behaviour: Lead by example by demonstrating openness to feedback yourself. When team members see you receiving and acting on feedback positively, they may be more inclined to do the same.

Consider the timing and setting of delivering feedback. The environment in which feedback is given can greatly affect how it’s received. Opt for a private and neutral setting where the focus can remain on growth and improvement. Additionally, be mindful of the frequency of feedback to avoid overwhelming team members.