In my experience In such situations, first thing need to listen their concerns as well as opinions. After thoroughly understanding their concerns and viewpoints, initiate the conversations instead of discussions point by point, so that the feedback will make sense and change the perceptions of the situation and perosn. This will allow the listener to understand and reflect on their own experiences results in trust and confidence with in the listener as well as the team members results in the good communication and understanding among the team members.

Empathy and active listening are effective ways to gain the confidence and cooperation of a resistant team member. Validate their sentiments and worries without passing judgement. Clearly convey the objective and advantages of the feedback, with a focus on common goals. Make specific, helpful ideas and engage them in developing an action plan. Offer assistance and resources to help them achieve. Follow up with positive encouragement and acknowledge accomplishments. This courteous, collaborative approach promotes trust, rapport, and a cooperative mentality.

Earning trust and cooperation from a team member who is resistant to feedback can be challenging, but it's essential for fostering a positive team environment. Here are some strategies to consider: 1. Build a Relationship 2. Show Empathy 3. Communicate Effectively 4. Involve Them in the Process 5. Lead by Example 6. Provide Support 7. Celebrate Successes Conclusion Building trust and cooperation takes time and effort. By being empathetic, communicative, and supportive, you can create a more collaborative atmosphere that encourages open dialogue and growth.

I will understand the person a bit more and their energy style in order to provide appropriate feedback. It is important to understand their perspective and have a healthy discussion on the goals and their role that will contribute towards that. I will then give them 3 months to take on the feedback and have regular discussions on their progress. I will also offer them help where I can. I will earn their trust by having honest conversations and abiding by my statements.

Setting aside your personal ego is essential. I’ve learned over the years that one of the best ways to get team members on the same page is to float your thoughts, ideas, concepts, etc., into conversations in ways that it makes your fellow team members feel like “your idea” is actually “their idea!” You can then encourage the follow through, help them set goals, and praise results! They feel like a valued and respected team member whose has earned ‘credit’ for the achievement, and you accomplished your goal. This only works if you are able let go of your own need to get the “credit.” Which many can’t. It’s a skill you need to practice, and in the end you will feel better helping others. It all comes around. Karma is a real thing.

As a team leader, we have to earn trust in our team members and try to build a connection with each of the team members. If any of the members are having difficulties in accepting the feedback then it's our accountability to make them understand the importance of constructive feedback or criticism and its pivotal role in building our career ahead. As a team leader, we must ensure that each and every team member is open for feedback and they openly accept it and work upon it. We need to keep a continuous track of their progress aligning the respective feedbacks they received. Thus, as a team leader, we must assure and build an amazing environment where each and every team member grows and shares their ideas too

Reinforce inclusion. Perhaps this resistance stems from the team member not feeling heard and valued. Seek their perspective, maybe they see a flaw that you do not. Maybe this team has a more efficient way of thinking that can benefit the team. Collaborate and build that trust and cooperation.

As with any conversation where tension or challenges in agreement are present, finding common ground creates a foundation for resolving the issues of contention. Delivering feedback in a way that is relatable to the recipient can ease the feeling of the recipient being personally attacked, while creating a comfortable environment for the team member to express his or herself, clarifying any discrepancies he or she may have with the feedback being shared. Establishing trust prior to any difficult conversations is always preferred to create a more receptive team member.

Dans un cas comme celui-ci : J’écoute, je reconnais les idées (chacun a le droit d'avoir ses propres opinions & idées), j’explique les objectifs, je collabore pour trouver des solutions et je reformule, j’inspire par l’exemple et je motive avec encouragement. Toujours avec beaucoup de bienveillance et de respect mutuel.

Na instituição em que trabalho tenho dificuldades em convencer a equipe de realizar feedback para nossos residentes. Tivemos uma conversa onde falei sobre a importância do feedback como uma ferramenta de desenvolvimento, trocas, que ao contribuir com o desenho do residente todos ganhamos, porém ainda não consegui o engajamento desejado.