Providing feedback to a passive-aggressive senior executive requires tact and professionalism. Begin by addressing the behaviour in a private, non-confrontational setting, focusing on specific examples and their impact on the team or outcomes. Use "I" statements to express your observations and concerns, avoiding accusatory language. Emphasize the shared goals of fostering collaboration and maintaining a positive work culture. Encourage them to share their perspective, actively listening to uncover underlying frustrations. Collaboratively explore solutions to address both the behaviour and its root causes. Frame the feedback as an opportunity for growth, reinforcing their importance to the team while holding them accountable for improvement

If I am dealing with a senior leader for coaching, i will not get into coaching on the first day. My first interaction will be more on the general topics. I would build in a good rapport, talk about my work & also get to know more about them without judging. Once the rapport is built, the conversation becomes more Progressive & productive. The comfort & cooperation also increases. Also instead of feedback, i would use Feed-forward which will create a good impact

Approach the issue calmly and privately, focusing on specific behaviors rather than labels. Use "I" statements to describe the impact of their actions on the team or goals. For example, “I noticed [behavior] and it caused [impact].” Encourage them to share their perspective and listen actively. Frame feedback as a partnership to resolve the issue, offering actionable steps to improve. Reinforce positive changes and provide ongoing support to build trust and reduce passive-aggressive tendencies.

Isso é uma grande incógnita no mundo corporativo. Ao fornecer feedback, escolha um momento e ambiente apropriados, focando em comportamentos específicos e observáveis, em vez de fazer generalizações. Por exemplo, em vez de rotulá-lo como "passivo-agressivo", mencione como atitudes como resistência sem justificativa impactam a equipe. Mantenha um tom calmo e controle emocional, ressaltando os efeitos negativos do comportamento na dinâmica da equipe e nos objetivos organizacionais. Estimule um diálogo aberto, permitindo que o executivo expresse suas percepções, não existe uma fórmula mágica. Após o feedback, é importante acompanhar de perto o progresso, oferecendo suporte contínuo e reforçando a importância da mudança.

When dealing with a passive-aggressive senior executive, I would first approach the situation with empathy and professionalism. I’d focus on specific behaviors rather than assumptions, ensuring the feedback is clear and constructive. I’d give them a safe space to share their perspective, as it’s important to understand any underlying concerns. I’d emphasize how their actions impact the team and overall performance. My approach would be solution-oriented, offering alternatives to more effective communication and collaboration. I’d also check in regularly to offer support and reinforce positive changes. Finally, keeping the conversation respectful and focused on outcomes will help maintain a productive dialogue.

I would start by privately framing the conversation as a mutual problem-solving effort, by acknowledging their expertise and contributions to the team, then express my observations using a curious tone: “I’ve noticed some tension during project discussions—what’s your perspective?” This invites them to share underlying frustrations without feeling attacked. Quoting a recent incident here: A senior executive consistently left vague comments in emails, team chats causing delays. By addressing it privately & asking, “How can we align better on expectations?” he admitted that he felt excluded from decisions. That's when he opened up & shared his POV This led to regular alignment meetings, improving clarity & collaboration.

Dealing with a passive-aggressive senior executive requires a nuanced approach. First, create a safe space for dialogue. Initiate a private conversation where you can express your observations without sounding accusatory. Use specific examples of their behavior that impact the team, focusing on the effects rather than labeling their actions. Next, encourage their perspective. Ask open-ended questions to understand their viewpoint and motivations. This not only shows respect but also helps uncover underlying issues that may be driving their behavior. Finally, set clear expectations for communication and collaboration moving forward. Emphasize the importance of direct feedback in fostering a healthy team dynamic.

Providing effective feedback to a passive-aggressive senior executive requires a tactful and respectful approach. Begin by ensuring a private and comfortable setting for the conversation. Address specific behaviors with examples rather than making generalizations, focusing on how these behaviors impact the team and organizational goals. Use “I” statements to express your perspective, such as "I’ve noticed..." to avoid sounding accusatory. Encourage open dialogue by inviting their perspective and listening actively. Suggest constructive alternatives and offer support to help them improve. Reinforce the conversation with follow-up meetings to track progress and show your commitment to their development and the team’s well-being.

When addressing a passive-aggressive senior executive, focus on specific behaviors and their impact rather than assumptions about intent. Use a calm and professional tone, framing feedback around collaboration and outcomes, like, “I noticed X happened, and it led to Y. How can we address this together?” Stay solution-focused and encourage open dialogue to create a more constructive working relationship.

Dealing with a passive-aggressive senior executive requires a careful approach. Focus on specific behaviors, not personalities, and use "I" statements to express how their actions affect your work—this helps reduce defensiveness. Offering solutions for better communication shows a commitment to collaboration and improvement.💕