In every group, including leaders, there's always an alpha - the leader among the leaders. Identify the alpha and focus our efforts there. Take the alpha out for a nice lunch to create a relaxed and safe environment for conversation. The goal is to dig deep and understand their "real concerns". Often, resistance stems from fear of change or misunderstandings about the program's goals. Address these concerns head-on, validating their perspective while offering reassurance. Negotiation is key here. Be flexible and aim to meet in the middle. When the alpha starts to warm up to our ideas, the rest of the group will often follow suit. Show respect, engage empathetically, and built trust to transform resistance into participations. Gitu.

Breaking through resistance from leaders in a leadership program starts with empathy and understanding. Approach the situation by framing feedback as a tool for growth, not criticism. Use data and real-world examples to show how feedback leads to better outcomes whether it's improved team performance, stronger leadership, or even personal growth. Create a safe space where leaders can share their concerns and openly discuss why they feel resistant. Invite them into the process by encouraging them to provide feedback on the program itself. When leaders see the value in being open to feedback, they’re more likely to embrace it themselves.

In my experience, resistance to feedback often comes from defensiveness or fear of judgment. I start by framing input as a tool for growth, not criticism, focusing on its role in achieving its goals. Sharing specific examples where feedback led to tangible improvements builds trust. I also encourage self-reflection, asking leaders to evaluate their impact and identify areas to refine. When they see feedback as a partnership that empowers their leadership, resistance gives way to openness and progress.

To break through resistance from leaders regarding feedback in the leadership program, follow these steps: 1.) Seek to Understand: Engage in open conversations to uncover their concerns and the reasons for their pushback. 2.) Listen Actively: Show that their opinions matter by actively listening to their feedback, which helps identify specific areas of discomfort. 3.) Refine the Program: Use their insights to make meaningful adjustments to the program, demonstrating responsiveness to their needs. 4.) Emphasize Value: Highlight how feedback serves as a tool for growth and innovation by sharing success stories that illustrate its positive impact. 5.) Lean in for in doing so you are fostering a more receptive environment for change.

To encourage leaders to embrace feedback, I focus on setting a positive tone from the start, emphasizing its role in leadership growth through relatable success stories. I model vulnerability by sharing my own experiences with feedback, showing its value. Feedback is tailored to their specific goals, making it actionable and relevant. Structured peer-to-peer insights foster relatability and reduce defensiveness. Leaders receive clear, achievable steps to act on feedback, ensuring quick wins. Celebrating their progress reinforces openness, creating a culture where feedback is seen as a tool for success, not criticism.

Breaking through resistance to feedback can be like convincing someone to eat their vegetables – they know it's good for them, but they’re just not having it! First, I’d get to the root cause of their resistance – whether it's fear/ego/the classic “I already know everything.” Once we understand why they’re pushing back, we can frame feedback as a growth opportunity, not a critique. I’d make it clear that feedback isn’t about pointing fingers, it’s about pointing toward improvement . We’d also make it a safe, supportive space where feedback feels more like a coaching session than a performance review. And hey, if all else fails, I’d remind them that even superheroes have mentors – so they should probably listen to feedback from someone.

💡 “Leaders pushing back on feedback? Here’s the truth: it’s not about the feedback—it’s about the fear behind it.” 🚀 Flip the script: 1️⃣ Start with strengths. Show them what they’re doing right—it builds trust and lowers defenses. 2️⃣ Connect feedback to impact. Frame it as a tool for their growth and their team’s success. 3️⃣ Make it collaborative. Ask: “How can we turn this into an opportunity?” Leaders love results. Show them how feedback isn’t critique—it’s their secret weapon. 🔥 How do you break through resistance? 👇 Let’s share ideas!

If leaders are pushing back on feedback, it's because they’re clinging to comfort over growth. Make it clear: feedback isn’t a personal attack—it’s a spotlight on what’s holding them back. Get blunt about the consequences of ignoring it—stagnant teams, missed goals, and lost respect. Frame feedback as fuel for their success: “If you don’t want the truth, you don’t want to win.”

The classic "leader pushback" conundrum! It's like they say, "the higher you climb, the harder it can be to see your own blind spots." 🤔 Maybe try framing feedback as a "growth opportunity" or a "strategic advantage" instead of "areas for improvement." A little rephrasing can work wonders!