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What do you do if your virtual team is resistant to continuous learning and development through feedback?

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Managing a virtual team comes with its own set of challenges, especially when it comes to fostering an environment of continuous learning and development. Resistance to feedback can stall progress and dampen team morale. But as a leader, you can turn the tide. Understanding the root causes of this resistance and implementing strategies to overcome it are key to nurturing a culture of growth and improvement within your team.

本文章的要点总结

Create a safe space:

Foster open communication by encouraging team members to share their hesitations about feedback. This understanding allows you to tailor your approach and address concerns more effectively.### *Personalize feedback delivery:Different team members may prefer varying styles of feedback. Adapting your method to individual preferences can make feedback more impactful and better received.

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1 Assess Resistance

Before you can effectively address resistance within your virtual team, it's important to understand why it's happening. Start by creating a safe space for honest communication. Encourage your team members to share their thoughts on why they might be hesitant to embrace feedback. Is it the fear of criticism, lack of understanding of the benefits, or perhaps the way feedback is delivered? Understanding their perspectives will help you tailor your approach to encourage a more receptive attitude towards continuous learning.

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Constantin Florin M.

CEO at FairAdsAgency | CEO & Co-founder at FairBuy.ai | Building performance ads excellence at scale
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When faced with resistance to continuous learning and development in a virtual team, I approach it with patience and persistence. Firstly, I emphasize the value of feedback in personal and professional growth. Secondly, I lead by example, demonstrating openness to feedback and a commitment to improvement. Thirdly, I facilitate constructive conversations, encouraging team members to share their perspectives and concerns openly. By fostering a culture of continuous learning and development, we empower the team to embrace feedback as a catalyst for progress and success.

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Mike Rochelle, MBA

Founder | Chief Learning Officer | CIO | AITP Lone Star President
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Helping people celebrate their uniqueness is a great way to begin true engagement! This helps them see themselves in the growth you envision for your team!

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2 Open Dialogue

Once you've assessed the reasons behind the resistance, initiate an open dialogue about the importance of feedback. Explain that feedback is not just about pointing out what's wrong but is a valuable tool for personal and professional growth. Emphasize that in a virtual setting, clear communication is even more crucial since non-verbal cues are missing. By framing feedback as a positive and integral part of their development, you can help your team shift their mindset.

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Mike Rochelle, MBA

Founder | Chief Learning Officer | CIO | AITP Lone Star President
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Provide your team with opportunities to dialogue by showing them a model to have open dialogue safely and with respect. Doing so helps each person on the team understand how to value ‘other’s perspectives!

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3 Tailor Feedback

Not all feedback is created equal. To make it more palatable, personalize your approach. Some team members may prefer direct, concise feedback, while others might need more context and encouragement. Consider the individual preferences and cultural backgrounds that could influence how feedback is received. Tailoring your approach can make the difference between feedback that's brushed off and feedback that's taken to heart.

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Mike Rochelle, MBA

Founder | Chief Learning Officer | CIO | AITP Lone Star President
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If you use a persons strengths to provide feedback you can personalize their feedback and the way each team member sees others on their team.

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4 Training Sessions

Resistance to feedback often stems from a lack of skills to effectively use it. Organize training sessions that focus on how to give and receive feedback constructively. These sessions should cover best practices and provide role-playing exercises that allow team members to practice in a low-stakes environment. Over time, these sessions can help build the confidence and competence necessary to embrace continuous learning.

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Mike Rochelle, MBA

Founder | Chief Learning Officer | CIO | AITP Lone Star President
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Begin feedback sessions with the positive traits, strengths, and show how even strengths can be used for good and can be used in a way that harms others. Once this is accepted as a viable model, you can begin dealing with individual opportunities for growth!

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5 Feedback Integration

To further embed feedback into the fabric of your virtual team's culture, integrate it into regular workflows and processes. This could mean setting up regular peer reviews, creating channels for anonymous feedback, or establishing mentorship programs. By making feedback a routine part of operations, your team will start to see it as a normal and expected aspect of their work life.

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Mike Rochelle, MBA

Founder | Chief Learning Officer | CIO | AITP Lone Star President
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Once individualized ways of growth have been established, they can be set as growth opportunities. Leading edge organizations will help employees set and grow into their best selves by using the review process to set and check in on growth goals!

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6 Celebrate Growth

Lastly, make sure to celebrate the successes and improvements that come from feedback. Recognizing growth encourages a positive association with the feedback process. Share stories of how feedback led to personal achievements or improved team performance. Highlighting these wins can demonstrate the tangible benefits of embracing continuous learning and can motivate your team to continue on this path.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Tamunotonye Setima-Benebo, MBCS, SIOP

Lead PMO at Zenithcrest Technologies| QA Engineer| Project, Product & Client Management | Tech|
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I have been able to unwind resistance to continuous development through feedback by making it a two-way street. Not only do I give feedback to the team, but I also ensure that I receive feedback from them. I explained the importance of their honest opinions in helping me become a better team lead and strategically curated questions to help them provide descriptive comments. Just seeing some of the changes I made based on their feedback was a real eye-opener to them on the value of feedback for development. Gradually, people started to embrace feedback and wanted to apply it too. This year, one of my team members asked when our next feedback session will be. I was overjoyed with how far we had come in our feedback journey.

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What do you do if your virtual team is resistant to continuous learning and development through feedback?

1

2

3

4

5

6

7

1 Assess Resistance

2 Open Dialogue

3 Tailor Feedback

4 Training Sessions

5 Feedback Integration

6 Celebrate Growth

7 Here’s what else to consider

Virtual Teams

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What do you do if your virtual team is resistant to continuous learning and development through feedback?

1

2

3

4

5

6

7

1 Assess Resistance

2 Open Dialogue

3 Tailor Feedback

4 Training Sessions

5 Feedback Integration

6 Celebrate Growth

7 Here’s what else to consider

Virtual Teams

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感谢您的反馈

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