Resistance to feedback? Classic. Nobody loves being told they could do better. But trust isn’t built by forcing advice — it’s earned by showing up. Start with curiosity, not correction. Ask what they think before dropping your wisdom. No one wants a lecture; they want to be heard. Share your own flops — nothing disarms defensiveness like, “Yeah, I messed that up once too.” ? Oh, and timing? Crucial. ? Mid-coffee break? Cool. ? Mid-crisis? Not so much. Make it a two-way street, and suddenly, feedback isn’t a battle — it’s just a conversation.

It is important to understand what is causing the resistance. In my point of view, de can demonstrate empathy, provide clear expectations, and set a supportive tone. Give feedback regulary, positive. I would approach Theo situation with empathy, building Trust by focusing on their strengths. Encouraging open dialogue.

Ask open questions while giving feedbacks, and focus on the benefits, not only on the facts and examples. Use evidence to gain trust

Resistance to feedback often stems from fear of failure or past experience. By acknowledging these emotions and fostering a growth mindset, you can help the team member see feedback as an opportunity rather than a negative.

1. Build Rapport – Develop a genuine connection by showing interest in their ideas and concerns. 2. Listen Actively – Understand their perspective before giving feedback. 3. Create a Safe Space – Ensure feedback is constructive, not critical. 4. Give Specific & Actionable Feedback – Avoid vague criticism; offer clear suggestions. 5. Acknowledge Strengths – Balance feedback with recognition of their contributions. 6. Lead by Example – Show openness to feedback yourself. 7. Be Patient & Consistent – Trust takes time; reinforce a positive approach. 8. Involve Them in Solutions – Make feedback a two-way conversation.