You're coaching an executive client resistant to feedback. How can you effectively navigate this challenge?
When you're faced with an executive client who's resistant to feedback, it's essential to foster a constructive environment. To break through the barriers:
- Establish trust by being transparent about the coaching process and the benefits of feedback.
- Frame feedback as a tool for personal and professional growth, aligning it with the client's goals.
- Encourage self-reflection by asking open-ended questions that promote introspection and self-awareness.
What strategies have you found effective when encountering resistance in coaching?
You're coaching an executive client resistant to feedback. How can you effectively navigate this challenge?
When you're faced with an executive client who's resistant to feedback, it's essential to foster a constructive environment. To break through the barriers:
- Establish trust by being transparent about the coaching process and the benefits of feedback.
- Frame feedback as a tool for personal and professional growth, aligning it with the client's goals.
- Encourage self-reflection by asking open-ended questions that promote introspection and self-awareness.
What strategies have you found effective when encountering resistance in coaching?
-
I love the question "if there were some truth to this feedback, what might that truth be?" By asking this question, you are having them move out of being in the defensive position, and into investigating.
-
Resistance to any form of action or advice usually has deeper issues involved. Feedback is just one of them. It's important for the client to know you've created a sacred space for them and that all discussions are confidential. Trust is important. One technique that I use is to start with the belief system and then muscle test each of those beliefs. As we go deeper into the belief, new information emerges, and the actual belief emerges which can then be the subject of coaching to enable the client to overcome their belief and resistance to feedback by seeing things in a different light.
-
I actually think it goes much deeper than that. The real transformation comes when you get to the root cause of WHY they’re resisting feedback. There is some underlying insecurity on their part that causes them to be triggered (resistant) to the feedback (assuming the delivery of the feedback is done well). When you uncover and uproot that trigger, now you can develop the trust necessary to have the rapport. A leader who is confident in themselves can admit they can’t be the end all, be all, is then eager to hear feedback knowing it offers them personal growth and development.
-
Firstly, it's far from clear whether we're talking about resistance to your feedback, or resistance to others'. If it's your feedback they're not listening to then maybe feedback is not what's required, as it's not the prime focus of a decent coach anyway. And it might just be that your executive client is resisting any feedback because he doesn't really want coaching in the first place. If you're coaching someone that doesn't want it, I suggest you close your laptop and play golf instead.
-
Un cliente me dijo una vez: “No creo que este feedback aplique a mi nivel”. En lugar de presionarlo, le pregunté: “¿Qué pasaría si exploramos juntos cómo podría beneficiarte?”. Esa pregunta desarmó su resistencia y abrió un diálogo más honesto. Superar este desafío implica empatía y estrategia. Enfoco la conversación en cómo la retroalimentación puede ser una herramienta para alcanzar sus metas, no una crítica. Al conectar el feedback con su desarrollo y éxito, los ejecutivos suelen adoptar una postura más receptiva y colaborativa. La clave está en guiar, no imponer.
-
The only way to unpack this by understanding the root cause of this resistance and this can be done only by the client with us asking open ended introspective questions leading them to different perspectives and possibilities. Once there is an understanding of the why then comes the action planning to deal with the why.
-
Desde mi experiencia sé que superar la resistencia a la retroalimentación de un cliente ejecutivo puede ser un reto, pero con un enfoque estratégico y sensible se puede lograr. Aquí te dejo algunas maneras efectivas de abordar este desafío: -Antes de ofrecer retroalimentación, escucha las preocupaciones, necesidades y puntos de vista del cliente. Esto demuestra respeto por su perspectiva y puede reducir la resistencia. -Los clientes suelen estar más abiertos a la retroalimentación cuando sienten que su relación contigo se basa en la confianza y el entendimiento mutuo. -En lugar de enfocarte solo en lo que debe mejorar, destaca lo que está funcionando bien. Esto hace que el cliente se sienta apoyado.
-
Coaching a feedback-resistant executive requires empathy, trust, and a growth-focused approach. Understand and validate their concerns, ensuring confidentiality, and linking feedback to their goals. Frame feedback constructively by focusing on behaviors, offering solutions, and highlighting strengths. Foster a growth mindset by reframing setbacks as opportunities and celebrating progress. Actively listen, ask open-ended questions, and collaborate on clear, actionable development plans with regular check-ins to track and sustain progress.
-
Sempre materialize comentários com exemplos reais , faça contrapondo de benefícios existentes em decisões e posturas distintas . Criar relação de confiança é fundamental , para isso é necessário ter claro compromisso com os resultados desejados pela executivo avaliado , em percebendo esse foco a aceitação será sempre mais fácil .
-
Negative feedback can be challenging to accept, even when presented constructively. It often triggers emotional responses like defensiveness, justification, or the impulse to explain our actions. A solid sense of self-esteem is essential to process feedback openly and productively. One effective strategy is to begin by reinforcing the recipient's self-esteem through positive feedback. By creating a foundation of trust and acknowledgment, we pave the way for a more receptive attitude. Only after establishing this positive rapport should negative feedback be introduced. It must be respectful, framed as an opportunity for growth and self-reflection. Furthermore, we should ask if the coachee agrees and how they might use them moving forward.
Rate this article
More relevant reading
-
Business CoachingHow do you change your coaching niche over time?
-
Executive CoachingHow can you show appreciation for a coachee's progress and achievements?
-
Executive CoachingHow can you specialize in executive coaching while still maintaining a broad expertise?
-
Executive CoachingHow do you know if you would benefit from Executive Coaching?