Dealing with a team member resistant to feedback. Can you turn their attitude around?
Encountering pushback from a team member? Here's how you can guide them towards openness:
How have you successfully navigated feedback resistance in your team?
Dealing with a team member resistant to feedback. Can you turn their attitude around?
Encountering pushback from a team member? Here's how you can guide them towards openness:
How have you successfully navigated feedback resistance in your team?
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In a recent engagement, a team member was not heeding to feedback. My first concern was whether it me that was the problem! I consulted my manager and their previous manager to validate my observations. Set up a f2f meeting and invited a mutually respected colleague to observe the dialogue. I invited the team member for their own perspective of performance and progress. I then shared my assessment with multiple specific examples. An initial denial was followed by a gradual acknowledgement of the assessment. Support to turn around the outcomes was gratefully accepted. In a matter of weeks, with regular reviews and support, I had a strong performer and friend.
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1. Ask questions to uncover the root cause—fear, insecurity, or past experiences. Address that first. 2. Present it as collaboration, not criticism. Use phrases like, “Let’s work on this together to improve outcomes.” 3. Tie the feedback to personal growth or goals they care about, like career advancement or recognition. Patience is key, but resistance that persists may signal a deeper issue needing escalation. Focus on creating a safe, productive environment for growth.
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Members that are feedback resistant as due to certain reasons i.e., either they feel attacked or attitude problem. In both the cases, proper communication is the key. When the leader doesn't have the intention to attack but to improve and bring changes, after a while this feeling will be communicated. Important is they understand things themselves and are not forced to change.
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1. Understand the Root Cause Identify Triggers: Schedule a one-on-one conversation to understand why they resist feedback. Possible reasons include fear of failure, past negative experiences, or a lack of trust. Assess Your Approach: Reflect on whether your feedback delivery style could be contributing to the resistance (e.g., tone, timing, or lack of clarity). 2. Build Trust Create a Safe Environment: Reassure them that feedback is intended to support their development, not to criticize or penalize. Show Empathy: Acknowledge their perspective and any challenges they may be facing, creating a foundation of mutual respect.
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