Your team member is resistant to feedback. How can you effectively guide them in your coaching program?

In my experience, guiding a team member who is resistant to feedback requires a tactful and empathetic approach. Start by establishing a trusting relationship and ensuring the feedback is delivered in a private, respectful manner. Focus on the behavior, not the person, and use specific examples. Encourage a dialogue by asking for their perspective and collaboratively setting goals for improvement. This fosters a more receptive and positive environment.

I recommend using the ???????????????? ?????????? ??????????????????: ?? ????????-??????????????: Implement role-playing scenarios to help them view feedback from a different perspective. This approach can make the feedback process feel less personal and more focused on professional growth. ?? ????????????????????????: Share stories of other team members who have successfully applied feedback and achieved positive results. ?? This can inspire and motivate them.

People are so interested in talking that they don’t listen. This is common mistakes made by most of the leaders as they so busy giving instructions or ideas that they seldom listen. If you listen you will be heard. So I believe the resilience in feedback can over come by giving an ear to your team and less of words

The first thing to connect with a person who does not know you is to approach with effective listening. It means paying attention to what the person in front of you is sharing, giving them their space to talk without interruptions and then achieving a two-way conversation. Look him in the eye and avoid distractions while he shares his time and emotions with you. This is where you make that connection and start building a relationship of trust. It can be a single conversation that leads to the next step of inviting the person to receive feedback, it is a conversation where the most important thing is the person in front of you and who will have your honest version and a conversation without judgment.

The highest form of listening, is empathic listening. It’s not referring to the techniques of "active" listening or "reflective" listening, which basically involve mimicking what another person says. Empathic listening means listening with intent to understand. seeking first to understand, to really understand.

Active listening is key to addressing a team member's resistance to feedback. By fully engaging with their concerns and reactions, you validate their feelings and create a more open dialogue. Allow them to express themselves without interruption, and reflect on what they've shared to demonstrate that you truly understand their perspective. Asking open-ended questions can encourage deeper reflection, helping them explore their own thoughts more thoroughly. This approach not only uncovers the root causes of their resistance but also makes them feel valued and understood. As a result, they are more likely to become receptive to feedback and the overall coaching process.

#ListenToUnderstand not respond! First create a safe, non-judgmental space by establishing trust and clarifying that feedback is for their growth. Use open-ended questions to invite reflection, helping them express their thoughts and recognize areas for improvement. Reflect emotions and acknowledge their feelings to show understanding, while maintaining patience and a non-directive approach. By empathizing with their resistance and normalizing the discomfort of feedback, you can gently shift the focus towards development and growth, encouraging them to take ownership of the next steps forward.

Diversify the way that you offer your feedback. We all learn differently. I used to believe that communication, even OVER communication will create a successful culture. Now I look towards comprehension instead. Did they "get it"? No? Try again!

A forma de dar feedback é única, subjetiva e personalizada, pois cada indivíduo é único. Creio que a melhor forma de fazer com que um feedback seja aceito, seja atrapar este à um fato, à um exemplo claro, à algo que seja tácito, pois assim conseguimos trazer uma correla??o direta do porquê do feedback.

Always speak kindly. How you deliver your message has as much impact as the content. Make sure that you make everyone still feel safe as you show both compassion and respect as you try to win the person over.????

To effectively guide my resistant team member, I’ll start by fostering a trusting environment. I’ll schedule a one-on-one meeting to openly discuss their feelings toward feedback, and listen actively to understand their perspective as they may feel vulnerable or fearful of criticism. My feedback will obviously be positive as I want to focus on growth rather than shortcomings. I’ll try and toss in an example to illustrate how feedback has led to improvement of performance and that it is a great tool for development, not personal judgement. I’ll also conduct regular check in to reassess their comfort with feedback and celebrate their successes.

Focus feedback on specific, observable behaviors or results rather than vague generalizations. This prevents defensiveness by keeping it factual. Describe issues by outlining their impact or consequences rather than accusatory personal judgments. For example, "clients are confused by the presentation structure" versus "you're disorganized."

Resistance to feedback often stems from a lack of clarity. To address this, ensure that the team member fully understands the purpose behind the feedback, the expectations, and how it aligns with their goals. Use specific examples to make your points clear and avoid vague language that could lead to confusion. Clear communication helps demystify the feedback process, framing it as a constructive element of their professional development. By providing a clear context, you make the feedback more actionable and relevant, reducing resistance and fostering a more positive and productive coaching experience.

Para proporcionar claridad en la retroalimentación, utiliza la metodología SMART para definir expectativas específicas y medibles. Apoya tus comentarios con ejemplos concretos que ilustren el comportamiento a mejorar, y emplea el feedback directo para evitar ambigüedades. Herramientas como gráficos de progreso y checklists pueden ayudar a visualizar el avance y la relación entre la retroalimentación y los objetivos. Además, usa resúmenes al final de la conversación para asegurar que el mensaje fue entendido correctamente. Este enfoque reduce malentendidos y facilita la aceptación de los comentarios.

Providing clarity and understanding breaks barriers that prevent meaningful relationships. At times, a lack of understanding the intended outcome will cause unintentional retaliation

It is crucial to allow employees to take ownership since it fosters loyalty to the organisation as well as inspires employees to learn on the job. Many managers talk about employees not taking ownership but this is something managers need to see to. My best managers have given me responsibility for a task and I learnt very quickly due to that. It multiplied my growth trajectory.

Encourage your team members to take ownership of their work in order to help them reaching their goal as they want to. Taking ownership of the work will lead the team members realise their value in the projects and accordingly action on their futuristic vision for their next level.

?? IS IT REALLY YOUR GOAL? Often, when we talk about setting goals, we fail to check whether everyone is truly aligned with the goal. That's why it's crucial to identify the obstacles and resistance that may hinder achieving the goal. By addressing these barriers, we significantly increase the chances of success. ??

A change in employee behavior is possible only if they are in the state of ?? ???? ????-?????? ?????? ????. ?????????????????????? ?????? ???????????????? to take ?????????????????? of their development is crucial in this process. To bring them to that state, you can use several tools from ???????????????? ???????????.

Following up with your client to see if they staying accountable. Keep checking in on them to see if you provide support and how they are doing. Sometimes people resist feedback due to no moral support and this is sometimes all they need to understand and move forward.

I’d be keen to understand what’s driving the resistance and work with the person to resolve that before trying to offer any further feedback.

Nothing works better than closing the improvement loop by following up, measuring progress on the mutually decided goals and pivoting on improvement approach. Long term relationships are always valued more than a single time feedback.

?? THE GPS OF LEADERSHIP (and COACHING)! AGREEMENT DOESN'T ALWAYS MEAN COMPLETION! A lack of accountability for agreed-upon actions is often the main reason we don't reach our goals. As leaders or coaches, we usually point the way and may even offer support, but in the chaos of daily disruptions, we often forget that providing direction doesn't guarantee success. I like to call this the GPS of Leadership. G stands for Guiding, P for Partnering, and S for Sustaining—it's this final element that ultimately drives us to our destination. Enjoy the process! ??

To truly benefit from feedback, consistent follow-up is essential. Regularly revisit the feedback you've received to assess your progress and ensure you're applying the insights effectively. Schedule check-ins to discuss improvements, address any challenges, and refine your approach. This ongoing process keeps you accountable, reinforces positive changes, and ensures that feedback leads to lasting growth.