1. Future Focus: Emphasize feedback as a tool for growth, e.g., “This feedback helps us improve our project outcomes.” 2. Curiosity Mindset: Encourage questions like, “Can you clarify what you mean?” 3. Role-Playing: Practice responses to feedback together. 4. Action Plans: Help create specific steps for applying feedback. 5. Positive Reinforcement: Celebrate small wins from applying feedback to boost confidence.

When a team member sees feedback as a personal attack, it's essential to approach them with empathy and tact. Start by fostering a safe environment where feedback is seen as an opportunity for growth, not criticism. Use positive reinforcement to highlight their strengths before discussing areas for improvement. Choose a private, calm setting for feedback and focus on behaviors or outcomes, not personal traits. Encourage open dialogue by asking for their perspective and validating their feelings. Offer actionable suggestions and support their development with clear examples. Over time, provide consistent, balanced feedback to help them build resilience and shift their mindset towards constructive self-improvement.

Recognizing Patterns is one of the core competencies of “Know Yourself” in the Six Seconds Model, acknowledging frequently recurring reactions and behaviors. Sometimes people assess new situations and respond carefully and thoughtfully, but frequently they run on autopilot, reacting unconsciously based on habit. In part it’s because the human brain is wired to form and follow neural pathways. Left unconscious, these patterns can inhibit optimal performance because they are a generalized response rather than one carefully tailored to the current situation. Facilitating our interlocutor to explore his or her own patterns in receiving feedback can support him or her to value what he or she can gain from the feedback

This is when the art of speaking or communication comes in really important. The same feedback can be conveyed with a “positive” or “negative” undertone. For example, rather than saying “You coding have been consistently shown to have more errors than others in the team, you need to do better than that”. How about “We are aiming to be a high performing team. As a high performing team, we have to consistently demonstrate good code quality. If anyone requires a bit of a help, other team members are all happy to help so that we can achieve out team goals. What is your thought on this?”. The second approach could well achieve a better outcome.

D'abord, commencez par reconnaître ses efforts pour créer un climat de confiance. Ensuite, abordez le sujet de manière transparente pour établir la légitimité de votre démarche. Cela permet de poser une question sur le feedback sans que le collaborateur se sente sur la défensive, même s'il est censé répondre sans connaître tous les détails.

One thought I have always found so helpful: Feedback is a gift. 🎁You may choose to unwrap it or not. 😀 Everyone has the right to an opinion or perception. We all do it! It is human nature. But, not all opinions and perceptions are factual. So, you must learn to navigate both of those in a constructive manner. After all, if the perception is not one you want…you have the power to change it!

I would remind them that feedback provided honestly and for the constructive benefit of the recipient is of tremendous value. It is through these moments that we learn more about ourselves as we develop our full potential

Será importante criar um ambiente de confiança, deixando claro que o feedback é uma ferramenta de crescimento e não uma crítica pessoal. A comunicação deve ser transparente, empática e sempre aberta para escutar o feedback também do outro lado. Entender a origem da reação emocional auxiliará no ajuste da abordagem e mudança da percepção do colaborador sobre o feedback. Assim, é possível oferecer orientações mais delicadas e focadas no desenvolvimento, sempre enfatizando que o objetivo é o aprendizado e a evolução contínua, e não direcionar a crítica à pessoa. Esse ciclo de troca mútua de feedbacks contribui para neutralizar gatilhos emocionais, tornando o processo mais construtivo, colaborativo e enriquecedor para todos.