Your team is resistant to feedback during training. How can you break through their barriers?
When your team pushes back against feedback, it's crucial to create an environment where learning is valued. To break through the barriers:
- Encourage open dialogue. Invite your team to share their perspectives and concerns about the feedback.
- Set clear expectations. Explain how feedback helps personal growth and improves team performance.
- Lead by example. Demonstrate how you incorporate feedback into your own work to show its positive impact.
How have you successfully managed feedback resistance? Share your strategies.
Your team is resistant to feedback during training. How can you break through their barriers?
When your team pushes back against feedback, it's crucial to create an environment where learning is valued. To break through the barriers:
- Encourage open dialogue. Invite your team to share their perspectives and concerns about the feedback.
- Set clear expectations. Explain how feedback helps personal growth and improves team performance.
- Lead by example. Demonstrate how you incorporate feedback into your own work to show its positive impact.
How have you successfully managed feedback resistance? Share your strategies.
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Clarify Purpose: Explain how feedback enhances growth. Model Openness: Share your experiences of learning from feedback. Make It Safe: Emphasize it's about improvement, not judgment. Use Examples: Show the benefits of applying feedback. Encourage Dialogue: Allow questions and input to ease resistance.
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If we give it as feedback then acceptance level could be less but the same message if we give it in a Feed-forward approach, then acceptance will be much better. The good Feed-forward will have Better choice of words High level of emotional intelligence Progressive body language Patience listening Focus on empathy Hyperfocus on their emotional states Being human nature Building safe & comfort space Full fledged confidentiality If these factors are there, certainly the feedback sorry Feed-forward will be accepted wholeheartedly
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Create a supportive environment where feedback is framed as a tool for growth, not criticism. Communicate the training’s purpose clearly, highlighting how it benefits the team. Deliver feedback focused on specific actions, not personal traits, and ensure it’s constructive. Encourage two-way communication by actively listening to concerns and addressing them thoughtfully. Balance feedback by recognizing strengths while pointing out areas for improvement to build confidence. Offer actionable suggestions to make feedback practical and motivating. Lead by example, showing openness to feedback yourself. This collaborative approach fosters trust and transforms resistance into a willingness to grow.
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Few things I have found helpful are: - Acknowledge Their Concerns: Recognize that feedback can be tough, and it's normal to feel defensive. - Make It Personal: Approach them individually to understand their perspective and build trust. - Offer Support: Assure them that feedback is for their development and you're there to help them succeed. - Be Patient: Give them time to process the feedback, and follow up with positive reinforcement.
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To break through your team's resistance to feedback during training, it's essential to create a supportive and non-judgmental environment. Start by fostering trust and making it clear that feedback is intended for growth, not criticism. Encourage open dialogue where team members feel heard and respected, and address any concerns they may have about the feedback process. Use specific, actionable, and balanced feedback, highlighting both strengths and areas for improvement. Leading by example, demonstrate openness to feedback yourself to normalize the process. By focusing on collaboration and aligning feedback with personal and team development goals, you can gradually reduce resistance and promote a culture of continuous improvement.
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