Turn criticism into constructive growth by framing feedback as an opportunity for improvement rather than a personal critique. Focus on specific actions or outcomes rather than the individual, using positive language to highlight strengths alongside areas for development. Encourage a two-way dialogue where the team member can share their perspective and feel heard. Provide actionable suggestions and support to help them improve. Reinforce a growth mindset by celebrating progress and emphasizing learning over mistakes.

Para lidar com um membro da equipe que leva feedback de forma pessoal, o ideal é adotar uma abordagem empática e estruturada. Primeiro, crie um ambiente seguro e respeitoso, destacando que o feedback é sobre comportamentos ou resultados, não sobre a pessoa. Use a técnica "SBI" (Situação, Comportamento, Impacto): descreva a situação, o comportamento específico e o impacto gerado, sem julgamentos. Seja claro ao apresentar sugestões de melhoria, sempre com foco em crescimento. Demonstre que você confia na capacidade da pessoa de evoluir e ofereça suporte prático. Assim, transforma-se a crítica em uma oportunidade de desenvolvimento.

From my experience with teams, when a member takes feedback personally, it often stems from a lack of connection. Start by building trust. When team members understand that your feedback comes from a place of support rather than criticism, they’re more likely to be open to hearing it. Approach the conversation with curiosity, for example, ask how they feel about their performance and where they see opportunities for improvement. This shifts the dynamic to a partnership in growth, rather than a one-sided critique.

When delivering feedback to sensitive team members: 1. Start positive: Begin with specific achievements and contributions 2. Frame growth: Present challenges as development opportunities, not failures 3. Collaborative planning: Create improvement roadmap together with clear goals 4. Regular check-ins: Schedule short follow-ups to provide support and guidance 5. Focus solutions: Discuss specific actions and behaviors rather than personal traits Transform feedback from perceived criticism to actionable development through empathy and structured guidance. Build confidence while maintaining clear performance standards.

1) Make sure you have a comprehensive perspective on the performance, character & behavior of the respective team member. Don't rely on a single data point. 2) Take the time and have an in-person, 1-on-1 discussion (if possible). This requires time investment but will pay off as it shows what you prioritize. 3) Be clear on your expectations (use numbers, examples, case studies). 4) Support the person on his/her effort to improve without giving orders, but rather guidance and mentorship. 5) Have a mutual review of the progress every couple of weeks with a clear deadline on certain action points. 6) If you decide to separate ways with the individual do it in good terms, by using the above-mentioned actions to show the lack of compatibility.

When a team member takes feedback personally, it's essential to create an environment that fosters growth rather than defensiveness. Start by framing feedback as an opportunity for improvement, not as a personal attack. Use a positive and empathetic tone, focusing on specific behaviors or outcomes rather than personality traits. For example, replace “You’re always late” with “Timely updates will help us stay on track.” Encourage self-reflection by asking open-ended questions like, “What do you think went well, and what could improve?” Highlight their strengths and achievements to build confidence. Finally, collaborate on actionable steps for improvement and offer support.

Feedback feels personal when it’s not framed for growth. My philosophy, the Coach Approach, transforms feedback into a tool for empowerment. Start by creating a safe space—focus on curiosity, not criticism. Ask reflective questions like, ‘What do you feel worked well?’ or ‘What might you improve next time?’ to encourage ownership. Feedback should be framed around strengths and tied to goals, showing alignment and support. By connecting feedback to growth opportunities and fostering collaboration, you build trust and inspire resilience. This approach turns potentially difficult conversations into a shared journey toward success, benefiting both the individual and the team.

When a team member takes feedback personally, start by acknowledging their emotions and framing the conversation as a tool for growth rather than judgment. Focus on specific behaviors or outcomes using frameworks like SBI (Situation, Behavior, Impact) to ensure feedback remains objective and actionable. Encourage self-reflection by asking open-ended questions like, “How do you think this could be improved?” to foster ownership of their development. Balance the discussion by highlighting their strengths and achievements, emphasizing their potential for growth. Finally, collaborate on solutions and provide support, transforming the conversation into a partnership that fosters trust, growth, and resilience. #Leadership #TeamGrowth #Feedback

I would start by challenging myself in how I frame them taking the feedback. They care about something if they are taking feedback personally. How can I understand the desire behind the emotions so I can properly frame future critiques and encourage my team's professional development? I would want to start conversations starting from this perspective, and say something like: "I can tell that you really care about what you do, what is it that drives you?" Then if we can establish an understanding of their perspective and desires, I would continue the conversation showing that I am on their side and want to help them become the best version of themselves. Establishing this connection can help feedback become clearer and more impactful.