You're facing resistance to feedback. How can you turn it into motivation and growth?
When faced with resistance to feedback, reframe it as a catalyst for motivation and growth. To turn the tide:
- Acknowledge emotions first. Recognize the individual's feelings to pave the way for constructive dialogue.
- Set specific, achievable goals. Use the feedback to outline clear steps for improvement.
- Celebrate progress and effort. Reinforce positive changes to encourage ongoing development.
How have you transformed feedback into a tool for growth?
You're facing resistance to feedback. How can you turn it into motivation and growth?
When faced with resistance to feedback, reframe it as a catalyst for motivation and growth. To turn the tide:
- Acknowledge emotions first. Recognize the individual's feelings to pave the way for constructive dialogue.
- Set specific, achievable goals. Use the feedback to outline clear steps for improvement.
- Celebrate progress and effort. Reinforce positive changes to encourage ongoing development.
How have you transformed feedback into a tool for growth?
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Take the time to listen to the person's concerns and understand why they are resistant.Try to pinpoint the underlying fear or insecurity that is causing the resistance. Is it fear of failure, fear of judgment, or something else? Show empathy and understanding for their feelings. Let them know that you value their input and want to help them grow. Emphasize that feedback is an opportunity for improvement, not a personal attack. Provide actionable steps that the person can take to improve. Build trust by being open, honest, and respectful. Stay calm and avoid getting defensive, even if the feedback is critical.
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When someone resists feedback, I see it as an opportunity to build trust and guide them toward growth. The key is to approach the situation with empathy and curiosity, ensuring the person feels heard. For example, I’ve used internal objection-handling techniques, like with challenging clients. First, I acknowledge their concerns without judgment, then reframe feedback as a shared goal. For instance, if someone resists suggestions for improving performance, I might highlight how small changes can benefit their workflow or results. I believe that by showing the value behind the feedback and turning it into actionable steps, resistance often shifts into motivation and collaboration.
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To turn resistance into motivation, approach it with empathy and curiosity. Encourage open dialogue, show understanding, and highlight how feedback is a tool for growth, not criticism. Shift the focus to progress, helping the person see feedback as an opportunity to strengthen their skills and reach their full potential.
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