A team member resists feedback and constructive criticism. How can you break through their barriers?
When a team member resists feedback, it can hinder growth and collaboration. To effectively address this, consider these strategies:
- Build trust first: Establish a foundation of trust by showing genuine interest in their perspectives and acknowledging their contributions.
- Frame feedback positively: Highlight strengths before addressing areas of improvement to create a more receptive environment.
- Use specific examples: Provide clear, actionable examples to illustrate your points, making the feedback more tangible and less personal.
How do you approach giving feedback to resistant team members? Share your thoughts.
A team member resists feedback and constructive criticism. How can you break through their barriers?
When a team member resists feedback, it can hinder growth and collaboration. To effectively address this, consider these strategies:
- Build trust first: Establish a foundation of trust by showing genuine interest in their perspectives and acknowledging their contributions.
- Frame feedback positively: Highlight strengths before addressing areas of improvement to create a more receptive environment.
- Use specific examples: Provide clear, actionable examples to illustrate your points, making the feedback more tangible and less personal.
How do you approach giving feedback to resistant team members? Share your thoughts.
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Breaking through a team member’s resistance to feedback requires empathy, patience, and thoughtful communication. Start by creating a safe, non-judgmental environment where they feel respected and supported. Approach the conversation with curiosity—ask open-ended questions to understand their perspective and underlying concerns. Frame feedback as a tool for growth, highlighting positives alongside areas for improvement. Use specific examples and focus on behaviors, not personal attributes. Most importantly, show empathy and a genuine desire to help them succeed. When people feel heard and valued, they’re more likely to embrace constructive change.
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When feedback leads to serious disagreement, like when a team member feels unfairly blamed for project issues, it’s crucial to de-escalate tension and refocus the conversation. Instead of pushing harder, pause and acknowledge their perspective: “I see where you’re coming from.” This helps lower defenses. Focus on shared goals rather than assigning blame—“Let’s figure out how we can fix this together.” Be specific about behaviors, not personal traits, and highlight the impact on the team’s success. Most importantly, adapt your approach. Some respond better to direct conversations, others need time to process. Offer space if needed and revisit the feedback later. Recognize any progress and keep communication open—trust rebuilds over time.
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An ethical & emotionally intelligent leader approaches resistance to feedback with empathy, patience & trust-building. First, they foster psychological safety by creating an environment where feedback is seen as a tool for growth, not criticism. They listen actively, seeking to understand the root of the resistance before responding. They frame feedback constructively, highlighting strengths before addressing areas of improvement. They also use clear, specific examples to ensure clarity. They model a growth mindset by welcoming feedback themselves, demonstrating humility & accountability. Using the ABC method, Active listening, Being present, and Creating a support plan when needed, they transform feedback into a shared pathway for growth.
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As a leader, build trust and create a safe space for feedback. Understand their perspective, frame feedback positively, and make it a two-way conversation. Lead by example, offer clear, actionable suggestions, and support their growth with patience.
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Um feedback precisa ser pensado de forma a transformar o comportamento do colaborador. Logo ele deve ser bem estruturado, apontando os pontos de melhoria e indicando caminhos para uma evolução. Não adianta dar um feedback sem clareza e sem transparência sobre os fatos ou pontos de oportunidade e acusar o receptor de ser resistente. A comunicação precisa ser clara e objetiva. Para formar novos líderes é preciso guia-los pelo caminho que se deseja seguir, alinhar os objetivos pessoais aos profissionais e isso não se faz sem comunicação assertiva.
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