Your colleague is resistant to feedback in coaching. How can you break through their barriers?

1. Build Trust: Develop a positive relationship to create a safe space where feedback is welcomed and seen as constructive. 2. Be Empathetic: Understand and acknowledge their perspective and concerns about the feedback. 3. Use Specific Examples: Provide clear, actionable examples of behaviors and outcomes to make feedback more relatable and less abstract. 4. Focus on Growth: Frame feedback as an opportunity for professional development and emphasize the benefits of making changes. 5. Encourage Dialogue: Foster an open conversation where they can share their thoughts and ask questions, making the feedback process more collaborative.

The easiest way to win is by helping others win. The power of good will is hard to describe and calculate. Helping somebody succeed increases your chance of succeeding. If nobody is supporting you, start by supporting someone else.

Building trust is the cornerstone of any effective coaching relationship. When I first started coaching, I encountered a colleague who was highly resistant to feedback. I realized that the root of their resistance was a lack of trust. I began by showing genuine interest in their concerns and experiences. By consistently demonstrating reliability and respect, I gradually built a foundation of trust. This made them more open to receiving and acting on feedback.

Esteja cercado de pessoas que apoiem e celebrem o seu crescimento. Compartilhe experiências por meio de conversas que ilustrem a importancia do feedback e como ele pode impulsionar o progresso. Ao construir confian?a e superar resistências, você abrirá caminho para orientar seus colegas rumo aos objetivos desejados.

When my colleague is resistant to feedback, I start by building trust and showing empathy. I frame the feedback positively and focus on specific, actionable suggestions. I engage them in a dialogue to understand their perspective and address their concerns. By creating a supportive environment and demonstrating patience, I help them see feedback as a valuable tool for growth.

One size doesn't fit all when it comes to feedback. I remember working with a colleague who preferred direct and concise feedback, while another responded better to a more supportive and detailed approach. By understanding their preferences and tailoring my feedback accordingly, I was able to make it more impactful and acceptable. Tailored feedback ensures that the recipient feels understood and respected, reducing resistance.

This is so important - you must know your people. Some can remove emotion quickly from feedback and take it as a learning experience and move forward. Others will immediately fall into defensive mode and want to know who has given the feedback so they can fight it. The truth is the feedback has already been given - this is not the time to fight it, but to find how we can improve from it.

Entender a si mesmo e identificar áreas de melhoria s?o aspectos essenciais da autorreflex?o. Incentive seu colega a praticar essa reflex?o. Ao superar resistências, será possível compartilhar experiências e insights fundamentais para o processo de coaching.

Encouraging self-reflection can be a powerful tool in overcoming resistance. In one instance, I asked a resistant colleague to self-assess their performance before I provided my feedback. This approach helped them to identify areas for improvement on their own, making them more receptive to my suggestions. Self-reflection fosters a sense of ownership and accountability, which can significantly reduce resistance.

Providing ongoing support is crucial in helping colleagues accept and implement feedback. I once worked with a colleague who was initially resistant but opened up when they realized that I was there to support them through the process. Offering resources, being available for follow-up discussions, and showing empathy can make a significant difference. Support helps in reinforcing the idea that feedback is a collaborative effort aimed at mutual growth.

Per me è importante far capire la distinzione tra Giudizio e Feedback, distinguere "dai perchè" e "dai cosa" . In questo modo il coachee sa che può contare sul coach, ma anche su se stesso per è il primo passo per avere chiaro che esiste una comunicazione nutriente che può alimentare la crescita. Resistere è umano per questo alleno l'agilità!

Ofere?a sess?es diárias ou semanais para acompanhar o progresso de seu colega. Isso demonstra seu compromisso como coach e fortalece a confian?a entre vocês. Através desse acompanhamento, será possível identificar o que foi realizado e o que ainda pode ser melhorado. Celebre as pequenas conquistas e forne?a críticas construtivas para promover a melhoria e evolu??o do seu colega.

Regular follow-ups are essential to ensure that the feedback has been understood and is being acted upon. In my experience, scheduling follow-up meetings to discuss progress and any further challenges helped in keeping the feedback process ongoing and dynamic. This continuous engagement shows commitment and helps in addressing any lingering resistance.

To address resistance to feedback in coaching, start by identifying the underlying causes. Utilize reflective, probing, and perspective questions to promote self-reflection and enhance self-awareness. Concurrently, articulate the benefits of feedback and its alignment with their personal and professional growth goals. Maintaining transparency and sincerity is key to ensuring the feedback is perceived as relevant and valuable.

Empathy: Always approach feedback with empathy. Understand that resistance often stems from fear or insecurity. Clear Communication: Ensure that your feedback is clear, specific, and actionable. Ambiguity can increase resistance. Patience: Change doesn’t happen overnight. Be patient and persistent in your efforts. Feedback Culture: Foster a culture where feedback is seen as a positive and essential part of growth, not a criticism. By incorporating these strategies, you can effectively navigate and overcome resistance to feedback in a coaching setting. Remember, the goal is to foster a supportive environment where feedback is viewed as a pathway to improvement and success.