In my experience, addressing feedback resistance starts with empathy and clear communication. Once, a team member became defensive about missed deadlines. I scheduled a one-on-one meeting to understand their perspective and framed feedback around shared goals. We co-created a plan with clear milestones and support resources, then followed up regularly to track progress and celebrate wins. This not only improved his performance but also built trust, making future feedback easier to deliver. The key is balancing understanding with actionable solutions.

Ante la resistencia a la retroalimentación, ante todo, hay qué hacer frente a la Resistencia al Diálogo. Lo cierto es que puedes desarrollar todas las habilidades, aplicar los principios para afrontar una conversación crucial, pero eso no te exime de hallar resistencia en el interlocutor, y es que cuanto más emociones hay en juego, cuanto más tiempo y energías negativas se hayan acumulado, mayor tiende a ser la resistencia para abordar y vencer esos muros de resistencia. Cuando algo produce molestia, debemos abordarlo con rapidez, contrasta su historia con tu percepción, expón las conductas concretas de lo que has observado. Ante una actitud defensiva, identifica las señales, una conversación crucial, mejora los resultados deseados.

In my experience, addressing performance issues effectively begins with starting feedback on a positive note, highlighting the team member's strengths or recent successes. Then, transition to areas for improvement, providing clear, specific examples to support your points. This ensures the feedback is constructive and actionable. After sharing your observations, give the employee a chance to respond without interruptions, fostering an open and respectful dialogue. This approach balances encouragement with accountability while ensuring the employee feels heard and supported.