To deal with someone who resists feedback, be empathetic first & always. Create a safe and respectful environment, and provide specific, constructive examples. Listen actively to understand their perspective and use empathetic language to acknowledge their feelings. Encourage a two-way dialogue, offering support and resources to help them improve. Reinforce positive behavior to motivate further progress. This approach helps them see feedback as an opportunity for growth rather than criticism. Turn feedback as feedforward!

>Build Trust: Establish a foundation of trust & respect >Understand Resistance: Identify the root cause of their resistance >Communicate Clearly: Use clear, specific, & non-confrontational language >Empathize: Show empathy & acknowledge their perspective >Provide Context: Explain the benefits of the feedback & how it aligns with team goals >Be Patient: Give them time to process & adapt >Offer Support: Provide resources & support to help them improve >Follow Up: Regularly check in & offer continued guidance If resistance continues: >Reassess Approach: Reflect on your feedback method & adjust >Escalate if Needed: Involve higher management or HR if the situation doesn't improve >Maintain a professional demeanor & avoid personal conflicts

Absolutely, I'm ready to tackle this challenge. When a team member resists feedback, it often comes from fear or a lack of trust. To address this, I first build rapport and show empathy, making sure they feel supported, not judged. I take the time to understand who they are and why they might feel defensive, focusing on their strengths and challenges. I offer clear, constructive feedback and emphasize coaching as a tool for growth. By creating a safe environment of trust and open communication, I help them embrace feedback and unlock their potential.

Totally worth the challenge! One of the first lessons I learned in my leadership role was how to give feedback and coach a resistant personality. What I’ve found most effective is approaching it through a conversational and logical discussion. The key is making them feel heard. It's important to remember that resistant individuals weren’t always that way—they’ve likely hardened due to past experiences. Helping them shift their mindset is not only rewarding but one of the most satisfying achievements in leadership."

To overcome the issue, an organization must first recognize why people stand against it. Provide a platform for them to air their opinions and treat their grievances as genuine. It is possible to provide examples to highlight that they will gain from enhancing their actions while avoiding criticism. For example, once a designer did not want to adhere to comments about consistency, I presented user complaints and worked on a fix together. The researchers found that by not withdrawing, getting angry, or dismissing them, but instead staying empathetic, being supportive, and engaging them into the process, you can actually learn from resistance.

Addressing a team member who resists feedback and coaching requires a thoughtful and balanced approach. It’s important to create an environment of trust and understanding, ensuring the individual feels respected and valued. Begin by framing the conversation around shared goals and mutual growth, highlighting the benefits of the feedback for their development and success. Use specific, constructive examples to avoid defensiveness, and encourage an open dialogue. Acknowledge their perspective while reinforcing the importance of adaptability and collaboration. This delicate balance fosters growth and strengthens the team’s cohesion.

Liderar equipes envolve enfrentar desafios relacionados ao desenvolvimento de pessoas. Um dos mais complexos é lidar com a resistência ao feedback e ao coaching. Algumas estratégias que considero fundamentais para enfrentar essa situação: Estabeleça confiança: Demonstre que o objetivo do feedback é o crescimento e o sucesso do colaborador. Personalize a abordagem: Cada pessoa tem um estilo de comunicação e uma forma preferida de aprender. Seja específico: Apresente exemplos concretos e explique o impacto das ações no contexto da equipe e da organização. Incentive a autoavaliação: Perguntas reflexivas colaboram para o aprimoramento. Pequenos avanços devem ser valorizados. Isso reforça o comportamento desejado e incentiva o engajamento.