En mis años de experiencia como coach y mentor, la escucha activa y la validación emocional son estrategias que me han funcionado bastante bien. En primer lugar, permite que el coachee exprese sus preocupaciones sin interrupciones. Luego, refleja sus emociones diciendo: "Entiendo que estos comentarios pueden ser difíciles de procesar...." También puedes normalizar su respuesta con comentarios como: "Es completamente natural sentirse defensivo ante la retroalimentación" Para fomentar la autorreflexión, se pueden hacer preguntas como: "¿Qué te hace sentir más incómodo sobre este feedback?", "¿Cómo crees que implementar estos cambios beneficiaría tu desarrollo profesional?", o "¿Qué necesitas de mí para sentirme más apoyado en este proceso?"

In my experience, the key to working with a resistant coachee lies in balancing compassion with clarity. I start by creating a safe, non-judgmental space, where they feel heard and valued. Resistance often signals a deeper fear or unmet need, so I listen actively to unearth what’s truly at play. I avoid imposing feedback and instead guide them toward self-awareness, using questions that invite reflection and personal accountability. We then co-create clear, actionable goals that align with their values. By fostering ownership and encouraging small wins, resistance typically softens, allowing growth to emerge organically.

Facing a challenging coachee's resistance to feedback requires a careful and empathetic approach. Ensure your feedback is constructive and supportive, emphasizing your commitment to their growth. Listen actively to their concerns to understand the root of their resistance, which can inform adjustments in your approach. Additionally, involve them in the feedback process, asking for their preferences on receiving guidance and encouraging self-reflection through thoughtful questions. This participatory approach fosters a dialogue, helping them take ownership of their development and gradually reducing resistance. This strategy builds a more open and effective coaching relationship.

In summary when Rapport, Trust, and Respect are present clients can move past their resistance. It is human nature to resist. Showing empathy goes a long way. Once rapport is built, I focus on creating a safe, open space where they feel heard and understood. - Explore their perspective to understand the root of their resistance—whether it’s due to fear, past experiences, or lack of clarity. -Use open-ended questions to encourage self-reflection, helping them connect to the potential benefits of the feedback on their own terms. -Reframe feedback when necessarily to focus on their goals and values, emphasizing that my role is to support their growth, not to impose changes.

If a coachee is resistant to your feedback, it sounds like there may not be enough trust and clear coaching agreement established at the start of the coaching engagement. Ensuring the coachee agrees to what coaching is (and is not) and seeking permission to challenge their thinking in a chemistry meeting or Session 1 will help their brain to be open to hearing feedback. Also, asking permission to share your observations in the moment furthers a brain-friendly approach. If all this has been done and the coachee is resistant to hearing feedback, call them out on it and share that this is what you are noticing. What is going on for them hearing your comments? What do they think? Seek to help them understand and increase awareness.

When working with a resistant coachee, focus on building a rapport grounded in trust and empathy. Start by exploring their perspective and understanding any underlying concerns they may have with feedback. Frame your insights as collaborative observations, emphasizing growth rather than critique. Engage them by asking open-ended questions to prompt self-reflection, which can help them connect with the value of the feedback. Offer examples of incremental adjustments instead of extensive changes, allowing them to see progress as achievable. Remember to celebrate small wins along the way to gradually reduce resistance and encourage a mindset of openness and growth.

As a Service Delivery Manager, I approach resistance with empathy and curiosity. First, I aim to understand the coachee’s perspective, asking open-ended questions to uncover underlying concerns or fears. This builds trust and shows respect for their viewpoint. I then frame feedback as a collaborative dialogue, emphasizing how it aligns with their goals. By using specific examples and inviting their input, I create an environment where they feel empowered to take ownership of the change. Lastly, I acknowledge small wins to reinforce progress, fostering a constructive partnership even through challenges.

When facing a resistant coachee, start by actively listening to understand their perspective and concerns. Acknowledge their feelings and validate their experiences to create a safe space for dialogue. Use open-ended questions to explore the reasons behind their resistance, and seek to align your feedback with their goals. Frame your suggestions in a positive light, emphasising potential benefits rather than critiques. Share relatable experiences or success stories to build trust. Finally, encourage a collaborative approach where they feel involved in the process, fostering ownership of their development and reducing resistance to feedback.

En mi experiencia es muy común enfrentar estos Invita al colega a participar en la creación de estrategias para mejorar. Pregunta: "¿Qué ideas tienes para manejar mejor estas situaciones? es una tecnica de exposicion.