Always show how their behaviors and actions are impacting the we not the me. As a leader your job is to look out for the majority of people, not a single person, so tie the feedback back to a bigger item that is emotionally relevant. Mission, purpose, projects, team members.

When dealing with feedback from a resistant senior manager, it’s important to stay professional and open-minded. Start by listening carefully to their concerns and showing that you value their perspective. Ask clear questions to fully understand their feedback and make sure you’re on the same page. Share specific examples of your work to address any concerns and focus on facts rather than opinions. Work together to find solutions, showing that you’re willing to collaborate and improve. Throughout the conversation, stay calm, respectful, and focused on the team’s overall goals to keep the discussion constructive.

1. mental and emotional prepartion. 2. active and non-defensive listening. 3. seperate the person from the issue. 4. show professionalism and flexibility. 5. underestand the senior managers goals. 6. build trust- based relationships. 7. use negotiation techniques. remember that the purpose of feedback should be to help the organization improve.otherwise, the result is a dictatorships.

-Listen - Do not get defensive - value and assess his experience - Be open minded no matter the age. - Patience all times.

To better understand this post-are we assuming you disagree with the performance concerns? I need to repeat my previously posted advice on LinkedIn - when receiving feedback, take the "please sir, may I have some more" approach. Ask for more examples, clarify the perspective, the impact - understand what this OTHER PERSON'S PERSPECTIVE is. You can disagree with it, but you cannot tell someone else what their perception should be. Stop trying to fight opinions, instead, listen for understanding and later you can decide if you will do nothing about it, quit, or decide you'll make an effort to be different. That part is your choice.

1. Acknowledge their concerns to show understanding and respect. 2. Ask for specific examples to clarify the feedback. 3. Collaborate on actionable solutions for improvement and alignment. 4. Follow up with progress updates to demonstrate commitment.

Working with resistant managers can be challenging, but building a positive relationship and trust is essential. Showing empathy and try to understand their perspectives and foster open dialogue. Present your ideas in ways that highlight benefits for both them and the company and celebrate even for small victories to build momentum. Think of your efforts as a partnership or friends for younger generations. If resistance continues, seek support from colleagues or other managers. Keeping communication open and candid, just knowing someone is willing to listen can make a big difference. Patience and persistence will be the key!

Having navigated challenging conversations with senior leaders, I understand this delicate dance. It's like defusing a complex device - requires patience and precision. Here's my approach: Mirror and Match: Reflect their concerns like a skilled diplomat, showing deep understanding. Build Bridges: Use data as stepping stones to cross the divide, making your case compelling. Stay Centered: Keep your cool like a seasoned pilot in turbulence.

One thing I have found useful is setting of ground rules of engagement of all colleagues irrespective of position. Part of the ground rules is mutual agreed processes of dealing with aspects of the business activities of the whole department namely when taking on review conduct of any team member including the most senior person. The aforementioned creates space on how to deal with various aspects of the deparment's performance inclusive of how feedback will be processed, who will constitute the review panel and the obligations of all persons in the value chain. The other aspect is that, prior to a crisis, all are agreed on actions to be taken. Transperancy, intergrity and fairness are critical pillars and must be visible to all