Your team is resistant to feedback. How can you turn their resistance into growth opportunities?
When faced with feedback-resistant teams, it's crucial to shift the mindset from defense to development. To foster a culture of growth:
- Establish trust by being consistent and fair in your feedback, avoiding surprises.
- Frame feedback as a tool for personal and team success, not criticism.
- Encourage open dialogue, where team members can express concerns and contribute ideas.
What strategies have you found effective in overcoming feedback resistance?
Your team is resistant to feedback. How can you turn their resistance into growth opportunities?
When faced with feedback-resistant teams, it's crucial to shift the mindset from defense to development. To foster a culture of growth:
- Establish trust by being consistent and fair in your feedback, avoiding surprises.
- Frame feedback as a tool for personal and team success, not criticism.
- Encourage open dialogue, where team members can express concerns and contribute ideas.
What strategies have you found effective in overcoming feedback resistance?
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Em minha experiência, resistência ao feedback geralmente reflete uma falta de confiança no processo ou no propósito da comunicação. O primeiro passo é criar um ambiente onde o feedback seja visto como uma ferramenta de desenvolvimento, não de julgamento. Esclareço a intenção por trás do que compartilho e busco personalizar o diálogo, mostrando exemplos claros de como o feedback contribui para melhorias. A confiança cresce quando o time percebe que suas habilidades e potenciais são valorizados.
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To turn resistance into growth opportunities, foster a culture of trust by framing feedback as a tool for mutual success. Encourage open dialogues — let them voice concerns without fear. Share examples of how constructive feedback has led to personal and professional wins. Tailor your approach: use coaching for reluctant individuals and team workshops to build collective receptiveness. Celebrate small improvements to reinforce positive reinforcement. Above all, lead by example — embrace feedback yourself to show its value. As Oprah Winfrey said, “Turn your wounds into wisdom.” Transform feedback into a stepping stone rather than a stumbling block!
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turning a team's resistance to feedback into growth opportunities requires a multi-faceted approach. I'd start by cultivating a feedback-friendly culture, leading by example, and emphasizing improvement over criticism. I believe in personalizing feedback delivery, encouraging two-way communication, and addressing underlying causes of resistance. Regular, informal feedback helps normalize the process. I'd also provide training, set clear expectations, and celebrate progress. Involving peers in feedback can be powerful. Ultimately, I think the key is framing feedback as a tool for future growth rather than dwelling on past mistakes. It's a gradual process, but with patience and consistency, you can shift your team's perspective on feedback.
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Envolver a equipe na co-criação do processo de feedback e integrar sessões de feedback entre pares são estratégias complementares para promover uma cultura mais colaborativa e menos hierárquica. Permitir que os membros definam como o feedback será compartilhado gera senso de propriedade e reduz resistências, enquanto o incentivo à troca de insights construtivos entre colegas normaliza o feedback e amplia o aprendizado coletivo. Incorporando essas práticas em atividades rotineiras, como retrospectivas ou brainstorming, o feedback se torna parte natural da dinâmica da equipe, deslocando o foco da crítica para objetivos e melhorias conjuntas.
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In my experience, this often happens when the team doesn't understand the point behind our feedback. To lower their resistance, here's some step we can take: 1. Build trust between the leaders and the team member 2. Always be specific in your feedback, do not be vague. In my experience, being vague in your feedback by only pointing out the mistakes without proposing solutions will loosen the ties between leaders and team members. 3. Make sure psychological safety is still in the room - practice active listening by listening to what team members have to say.
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Involve Team Members: Engage employees in the feedback process by soliciting their input and addressing their concerns, enhancing their sense of ownership and commitment to change.
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Encourage your team to co-design feedback processes, ensuring they feel ownership and see its value. Introduce creative and interactive methods for giving and receiving feedback, making it engaging and less intimidating. Highlight success stories where feedback led to meaningful improvements, demonstrating its positive impact. Cultivate a supportive environment where feedback is viewed as a tool for growth, turning initial resistance into collective advancement.
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Egal um welche Kommunikation es im Team geht. Wichtig ist, die Teammitglieder ernst zu nehmen und wertzuschätzen. Ein offener Dialog zur Feedbackkultur kann hilfreich sein und manchmal braucht man dafür einfach eine neutrale Person, die das ganze Thema mit dem Team aufarbeitet und auf ein neues Level hebt.
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