In my experience, resistance to feedback mainly stems due to insecurities or miscommunicated feedback. Its important to empathize with the team member's situation when giving feedback. Creating a safe environment to let the person open up about their point of view is important. In most cases letting the team member have their voice heard results in them being more open to receive feedback and be more logical and less emotional. This gives an opportunity to logically present the feedback and create an opening for a constructive discussion on how to move forward and foster growth.

When facing resistance to feedback - prefer to have both thoughtful and a constructive approach. By prioritizing individual goals and growth, you create a collaborative and supportive environment rather than to have a showdown. Asking simple, open questions and acknowledging strengths demonstrates your commitment to understanding their perspective before offering guidance. Selecting the appropriate setting and tone—whether via email or in a face-to-face discussion—is equally essential. Giving feedback in private, rather than in an open space or in front of others, is crucial for building trust and fostering openness to feedback. Once done, ensure to have regular check-ins to evaluate if on the right track as per the goals/target set.

When facing resistance to feedback, I find it essential to first build trust and align on a shared goal. I start by asking open ended questions to understand their perspective and any concerns they may have. This not only validates their viewpoint but also allows me to tailor my feedback more constructively. I base the conversation around growth rather than criticism, highlighting how specific improvements can help them achieve their goals. By keeping the dialogue collaborative and acknowledging their strengths, I turn feedback into a joint effort, which fosters a positive mindset and opens the door to development.

When facing resistance to feedback, start by creating a supportive space for open conversation. Acknowledge their efforts and strengths before sharing specific, constructive feedback to ease defensiveness. Frame feedback as a shared objective to help them grow and succeed, inviting their thoughts to promote engagement and ownership. Ask open-ended questions to explore any underlying concerns they may have about the feedback. Offer actionable steps and commit to regular check-ins, reinforcing that you’re there to support their growth. This approach can turn resistance into a productive, collaborative journey toward improvement.

Primeiramente, reconheça que as experiências passadas da pessoa podem influenciar como ela recebe o feedback. Muitas pessoas percebem o feedback como uma ameaça e, por isso, tendem a ficar na defensiva. É importante entender essas bases inconscientes do comportamento humano, pois isso ajuda a evitar que você leve a atitude do outro para o lado pessoal. Além disso, quem oferece o feedback deve estar preparado para acolher as reações do receptor. Isso implica não apenas em fornecer críticas construtivas, mas também em demonstrar empatia e compreensão. A comunicação deve ser cuidadosa e assertiva, focando em como as observações podem contribuir para o desenvolvimento da pessoa.🚀

It's good to make the team member understand that he/she is a crucial part of the success of the group and encourage them to be personally responsible for their contributions to the team.

Para lidar com a resistência ao dar feedback, comece fazendo perguntas para entender a perspectiva da pessoa e mostrar que você se importa com a opinião dela. Apresente o feedback como uma parceria para alcançar objetivos em comum, evitando críticas pessoais. Foque em comportamentos específicos em vez de características da pessoa e ofereça sugestões práticas para melhorar. Isso ajuda a criar um ambiente mais aberto e propenso ao crescimento.

When feedback meets resistance, fostering an environment of growth and openness is key. Here's how: - Ask Questions: Understand their viewpoint and show appreciation for their input. - Collaborate: Frame feedback as a joint effort towards shared goals. - Be Specific: Focus on behaviors, not personality, and provide actionable steps.

To break through resistance when giving feedback, I would start by actively listening to the team member's perspective, ensuring they feel heard and understood. I’d frame the feedback in a constructive manner, focusing on specific behaviors and their impact, rather than personal shortcomings. Creating a supportive environment encourages open dialogue, where we can collaboratively identify growth opportunities. Finally, I’d follow up with resources and encouragement, reinforcing that development is a shared journey.

Fomente um ambiente colaborativo e acolhedor, no qual cada membro da equipe tenha liberdade para compartilhar suas ideias e perspectivas. Ferramentas de feedback anônimo e espaços abertos para discussão são fundamentais para construir essa confiança. Reconheça a diversidade de origens e experiências de sua equipe. Diferentes pontos de vista impulsionam soluções mais criativas e inovadoras Estimular a cooperação entre equipes e áreas. Esse intercâmbio amplia o repertório de ideias e fortalece o vínculo entre os colaboradores