To provide a perspective on how to address this challenge, I would recommend that it is crucial to realign both the goals and the metrics. This will allow us to have a more accurate understanding of our current position and help identify the sweet spot. In my experience, resistance to feedback often occurs because people feel their priorities haven’t been fully understood. Typically, they struggle to communicate their expectations clearly, including what they want, when they need it, and the results they expect. My recommendation is to first focus on asking questions before offering feedback. Begin by clarifying what was expected and exploring why those expectations have not been met

Breaking through resistance to feedback starts with shifting their mindset about it. Most resistance stems from fear—fear of inadequacy, failure, or being judged. Reframe feedback as a tool, not a threat. Use the "mirror and ladder" approach: first, mirror their current beliefs by validating their perspective. Then, ladder up to new insights by asking open-ended, curiosity-driven questions like, "What do you think holds you back from achieving your potential?" Psychology shows people accept change when they feel ownership over it. By guiding them to self-discovery, you create buy-in, making feedback feel empowering, not threatening.

Lidar com a resistência ao feedback exige uma abordagem cuidadosa e empática. Concordo que a empatia, fazendo perguntas abertas e criando uma visão compartilhada são fundamentais para estabelecer uma conexão e abrir espaço para o crescimento. Isso ajuda o cliente a se sentir mais seguro e receptivo ao feedback. Estratégias muito eficazes!

Resistance seems to point to a lapse in trust. Build greater trust by showing empathy, by recognizing that feedback can be tough to accept sometimes and by acknowledging the strengths of the client while also pointing to thighs they can work on.

Se puede trabajar primero en que la persona se relaje y que disfrute su sesión, ya que puede ser que no esté aceptando el acompañamiento de coaching por miedos. Segundo, le preguntaría qué objetivo quiere explorar, tal vez tiene una idea diferente de este proceso. Tercero le pediría que me indique quién le gustaría trabajar para la siguiente sesión y si hay algo que quisiera que yo modificara para el o ella. Yo esperaría el proceso y que la persona descubra las virtudes de este.

Through the techniques, try to make him understand that you are there to help him achieve better results, and what you are doing is not criticizing him, but rather through specific techniques helping him to seek more knowledge to enhance his results.

When I’ve worked with clients resistant to feedback, I’ve found that showing empathy and really listening to their concerns helps build trust. Asking open-ended questions that encourage self-reflection works better than just telling them what to do. I also believe having a clearly defined, client-identified goal creates an opportunity to help them reflect back on the pain points that made them want to change in the first place. Finally, setting clear goals together fosters a sense of collaboration and shared purpose.

Often the best way is to question with data - what do the results look like if.... How would your results change if - Have you tested "x" Set the homework - they have the answers it just brings it to them in a proof of concept way.

As a sales leader and coach, I’ve learned that resistance to feedback is often rooted in trust or fear of change. Building empathy is the first step: acknowledging a client's perspective and validating their concerns creates a foundation of trust. Using open-ended questions encourages self-reflection, allowing clients to identify their own opportunities for improvement. By collaboratively setting clear, measurable goals, I’ve helped clients shift their mindset from resistance to empowerment. This approach not only breaks down barriers but also drives meaningful progress in their sales performance.