Here's how you can handle a boss who is not receptive to feedback or suggestions.

Build Rapport: Foster a good working relationship. Understanding their perspective and priorities can create a more conducive atmosphere for future discussions. Seek Allies: If appropriate, gauge whether other team members share your views. A collective approach may make it harder to dismiss feedback.

Desde mi experiencia para manejar a un jefe que no es receptivo hay algunos pasos que son cruciales como: - Escuchar y ser empático, dándonos la oportunidad de comprender que no es algo personal o en contra de nosotros, si no que es parte de si y de las experiencias que ha vivido - Fomentar la confianza, ya que muchas veces suelen no ser receptivos por la dificultad de confiar en las personas - Presentar Datos y Hechos cuando nos comuniquemos con el Jefe - Reconocer los logros que se han hecho tanto individual como en equipo - Si se permite buscar a un intermediario o alguien externo que puedan ayudar en el proceso

Choose the Right Time and Place: Find an appropriate setting for discussions. A private, calm environment can make it easier for them to be open. Be Respectful and Constructive: Frame your feedback positively. Use "I" statements to express your thoughts (e.g., "I feel that...") and focus on solutions rather than problems. Use Data and Evidence: Support your suggestions with data or examples that highlight the potential benefits. This can make your case more compelling.

Ask Questions: Instead of directly giving feedback, ask questions that lead them to reflect on their decisions or practices. This can encourage a more receptive attitude. Be Patient: Change takes time. If your boss is resistant initially, give them space and revisit the conversation later, as they may be more open after some time.

Offering solutions for me comes through actions. I tend to implement small changes within my control and showcase the positive outcomes. When my boss sees the tangible benefits, she may become more open to suggestions in the future. I tend to follow up as well with reframing. However, I understand that redirecting thinking is a bi-product of healthy relationships. I will encourage each individual reading this at the moment to build bridges instead of burying them, help and develop people instead of harming and demotivating them, seek win-win outcomes instead of win-lose. It will matter in the long run…Try and you will see⭐️🔑🔑.

Seek Allies: If appropriate, gauge whether other team members share your views. A collective approach may make it harder to dismiss feedback. Offer to Help: Show that you're willing to support any changes you suggest. This can demonstrate your commitment to the team's success and make your boss more receptive. Stay Professional: Maintain a professional demeanor, even if your feedback is not well-received. Avoid becoming defensive or confrontational. Know When to Escalate: If the lack of receptiveness is affecting the team's performance or morale, consider discussing the issue with HR or another leader, but do so thoughtfully and respectfully.

A solução é acompanhar o feedback com tato e persistência, reforçando suas sugestões com exemplos práticos e insights adicionais. Isso aumenta a receptividade do chefe e promove um diálogo mais aberto e construtivo.