What do you do if your team resists a culture of continuous feedback and improvement?

It is essential to address the root cause, to create a more proactive environment - Evaluate the existing communication channels- are they accessible, transparent and inclusive - How is the team dynamics look like- is there lack of trust any culture related issue, are they free to express their opinion - Does the team have understanding of continuous improvement, do the understand value and benefit of feedback -Do the team possess sound understanding of team goals, collaboration and culture of accountability and ownership Conducting training session for team to improve the communication and interpersonal skills, to drive continuous improvement through feedback , align reward and recognition for team members

"Feedback is the breakfast of champions," as clichéd as it may sound, holds profound truth. It's essential for growth and success. However, the challenge lies not in the feedback itself, but in its delivery. Too often, team members recoil from feedback, perceiving it as overly negative. This stems from the approach rather than the content. Feedback should never be mere criticism; it must be constructive, offering actionable insights for improvement. Respectful delivery is paramount; feedback should be a critique, not a criticism. When given with respect, it is accepted. Adopting this approach fosters a culture where feedback is embraced, not feared. It's time to empower our teams with feedback that nourishes growth and champions success.

Understand the Reasons: Take the time to understand the reasons behind the resistance to a culture of continuous feedback and improvement. Is it due to fear of criticism, lack of trust, or uncertainty about the process? Understanding the underlying concerns can help you address them effectively. Communicate the Benefits: Clearly communicate the benefits of a culture of continuous feedback and improvement to the team. Emphasize how feedback can help identify strengths and areas for development, promote skill-building, enhance performance, and drive innovation. Highlight real-life examples of how feedback has led to positive outcomes in the past.

If your team resists a culture of continuous feedback and improvement, address their concerns openly and transparently. Communicate the benefits of feedback for personal and professional growth, emphasizing its role in achieving team goals. Lead by example by actively seeking and implementing feedback yourself. Provide training and resources to support team members in giving and receiving feedback constructively. Foster a supportive environment where mistakes are viewed as learning opportunities rather than failures. Encourage small wins and celebrate progress to reinforce the value of improvement efforts.

To address resistance to continuous feedback and improvement: Identify Causes: Understand why the team is resistant through direct conversations. Explain Benefits: Clearly communicate how continuous feedback aids growth and success. Lead by Example: Demonstrate openness to feedback and commitment to improvement. Create a Safe Environment: Ensure feedback is constructive, fostering a supportive atmosphere.

To overcome resistance to continuous feedback, communicate benefits like growth and teamwork. Lead by example, provide training for skills, and foster psychological safety. Start small, expand gradually, and recognize efforts. Address resistance directly, offer support, and monitor progress for adjustments.

If my team resists a culture of continuous feedback and improvement, I foster an environment of psychological safety where everyone feels comfortable sharing ideas and concerns. Implement regular feedback sessions and encourage peer-to-peer feedback to promote a sense of accountability. Lead by example by actively seeking and implementing feedback myself. Humorously, "Feedback is like a gift – sometimes you get socks, but other times you get a diamond necklace!" Remember, "Feedback is the breakfast of champions." - Ken Blanchard.

Facing resistance to continuous feedback and improvement? Don't worry, it's a common challenge! Think of your team as a garden. Each member has unique needs and growth potential. To cultivate a feedback-rich environment, start by planting the seeds of trust and psychological safety. Lead by example – openly seek and provide constructive feedback. Make feedback a regular, low-pressure habit. Incorporate it into daily stand-ups, retrospectives, and one-on-ones. Celebrate wins and improvements, no matter how small. Address concerns head-on. Listen to your team's hesitations and work together to find solutions. Your team will soon embrace continuous feedback and improvement with patience, persistence, and a growth mindset.

If your team is resistant to feedback, is it their problem or yours? Do you correct them in public? Do you "coach" them after a presentation by telling them everything they did wrong? Try this: After an experience that you think requires coaching, have a private discussion, starting with: "What do you think you did really well?" Listen intently, agree where you can, add your SPECIFIC examples of their excellence, however small. Then ask: "What do you think you would like to do better?" This teaches them to be self-aware. Listen intently, ask questions, then ask if they would like your coaching feedback on that and other topics. I bet they say yes. Give specific, actionable feedback, and then get THEIR feedback on your suggestion.

Continuous improvement responsibilities to the program manager or top management, whereas the project manager leads process improvement. there are several tools for selecting and developing a team- Bruce Tuckman's team analysis -forming, storming, norming, performing and adjourning for team alignment and performing into objective and goal. Process improvement tools like D.M.A.I.C (define, measure, analyse, improve, control) or P.D.C.A (Plan, do, check, act) could do better as system. At every milestone a Retrospective meeting for any burning issues to be discussed along with recognition and celebration for achievement for the team.

Demonstrate the value of feedback and improvement by practicing what you preach. Regularly give your team constructive feedback in a transparent and respectful manner, and equally, invite feedback on your own performance, showing willingness to act on it. This behavior not only helps you evolve as a leader but also encourages your team to embrace feedback positively, seeing it as a tool for growth and achievement. Lead by example to inspire a culture of continuous improvement.

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It is essential to lead by example by actively seeking and providing feedback, create a safe environment where feedback is viewed as a tool for growth, offer training on effective feedback practices, set clear expectations, celebrate feedback successes, provide support and coaching, encourage self-reflection, integrate feedback discussions into regular team interactions, address resistance proactively, and monitor progress to continually improve the feedback culture. By consistently modeling these behaviors and fostering an environment conducive to feedback, you can gradually shift your team's mindset towards embracing feedback as a valuable tool for personal and professional development.

- Lead by example: Demonstrate the importance of feedback and improvement by modelling the behaviour you wish to see in your team. Offer frequent, open, and respectful feedback to team members, while also actively seeking feedback from them and others. Illustrate how feedback and improvement contribute to your own growth as a leader and goal achievement, inspiring your team to emulate your example. - Cultivate a feedback-rich environment: Foster a culture where feedback is valued and encouraged. Celebrate successes resulting from feedback-driven improvements and emphasise their positive impact on individual and team growth.

Follow a 3Cs framework for providing a feedback. The feedback should be Clear, Concise, and Constructive. This involves doing prep work to provide clarity about the situation area for which the feedback is provided, to make it concise for the other person to comprehend easily, and most importantly, to prepare a constructive approach on how the person could work to improve on this feedback. Once you model this framework, your team will appreciate the clarity that this process brings in the feedback conversation and will realize the benefits of it in their work. Model this framework by seeking the feedback from your team members. This will allow them to also think of feedback process as a way of improvement instead of providing criticism.

Lead by example by actively seeking feedback, openly discussing areas for improvement, and demonstrating a growth mindset. Show your team that feedback is valued and essential for personal and professional development.

Lead by Example: I lead by example and actively participate in the feedback process myself. By demonstrating a willingness to receive feedback and make improvements based on that feedback, I show my team members that it's a valuable and integral part of our team culture. I ensure i take the feedback well and thank them for it!

- Establish clear guidelines and expectations: Define clear guidelines for feedback and improvement within your team, and communicate them effectively. Ensure feedback is specific, actionable, and balanced, while avoiding blame, judgment, or shaming. Encourage a supportive environment where team members celebrate successes and learn from failures. - Foster a culture of continuous improvement: Make feedback and improvement a regular and consistent part of your team's routine and culture. Encourage team members to support each other in their growth, providing constructive feedback and learning opportunities. By creating a safe environment for feedback and improvement, you empower your team to thrive and achieve their goals.

As you create a safe environment, be sure to focus on the psychological needs more than the physical location needs. To allow for teams to practice giving & receiving feedback, plan time for pre-reading ahead of input sessions, provide thought-generating questions, openly redirect feedback to focus on the work or behavior, not the individual.

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If your team is resisting a continuous culture of feedback, there is likely residual trauma from past experiences still lingering. Creating a safe environment where seeking and receiving feedback is practiced and modeled regularly from the top, first with things that seem simple and straightforward and then leading to more vulnerable conversations only once trust in the process is built. Psychologically you have to allow your team to test the waters and ensure your responses are aligned with "safe" and "secure." This takes time and consistency. Creating explicit relationship and feedback agreements with team members can set the tone for how you commit to show up for each other in the process.

Building a safe and supportive environment encourages open communication and trust, allowing team members to feel comfortable providing and receiving feedback. This fosters a culture of continuous improvement by removing barriers to honest dialogue and encouraging collaboration towards common goals.

Create a Safe and Supportive Environment: I prioritise creating a safe and supportive environment where team members feel comfortable sharing feedback and ideas without fear of judgment or reprisal. This involves establishing trust, demonstrating empathy, and emphasising confidentiality when discussing sensitive issues. Encourage Psychological Safety: I actively encourage psychological safety within my team, where individuals feel empowered to speak up, take risks, and challenge the status quo. By promoting an atmosphere of trust and respect, team members are more likely to engage in open and honest communication, leading to more meaningful feedback and constructive dialogue.

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Provide Support and Resources: I provide support and resources to help my team members develop their feedback and improvement skills. This may include training workshops, coaching sessions, or access to tools and resources designed to facilitate the feedback process. I believe practice makes permanent, so continually doing this and ensuring the team know this is part of the norm will help them get into that mindset

First, there is a need to create a supportive environment where they can comfortably talk. Run simple feedback mechanisms, such as regular team meetings, to facilitate open dialogue and encourage a different team member every week to head that action. Trail that meetings and track its progress. Then ask that team member to take responsibility, self analyze what they could have done better and say it out during the next feedback meeting while encouraging everyone else's inputs as well. Because at times practical employment of these tactics will work out rather than the endless preaching. A word of caution though, in case of any mishap, you should be equipped to do damage control as well.

Der Artikel betont die Bedeutung der Einbindung des Teams in den Prozess des Feedbacks und der Verbesserung. Es ist entscheidend, dass Feedback und Verbesserung nicht nur von oben herab kommen, sondern als gemeinschaftliche Anstrengung betrachtet werden. Indem das Team aktiv einbezogen wird und seine Meinungen, Ideen und Vorschläge zur Verbesserung teilen kann, entsteht eine Kultur der Zusammenarbeit und des gemeinsamen Fortschritts. Es ist wichtig, dass das Team auch in die Festlegung von Zielen und die Bewertung von Feedback einbezogen wird, um ein Gefühl der Verantwortung und des Engagements zu fördern. Dieser Ansatz schafft eine Umgebung, in der jeder dazu beitragen kann, den Erfolg des Teams voranzutreiben.

Regular Check-ins: I conduct regular check-ins with my team to assess their progress and address any ongoing challenges or concerns related to embracing a culture of continuous feedback and improvement. This allows me to provide ongoing support and guidance as needed. Ask them for feedback on giving feedback - how did they find it?

As a psychologist, I often share insights around the concept of "reactance" with my clients - reactance refers to the very human, innate tendency to resist when feeling 'pushed' or forced by others. Anyone with a teenager can probably recall some examples of observing this…! Seeking to understand what's going on for others is critical when faced with so-called "resistance" - indeed, I'd also suggest that leaders stop labelling others' responses and reactions as "resistance", as the term itself isn't all that helpful...! Thinking about the emotional experience of change can also be helpful in better understanding where different individuals current 'stand' on the change journey.

Teams that resist feedback and improvement are almost always led by a leader who is either 1. Creating a toxic culture in the name of feedback. 2. Unwilling to receive feedback themselves. Teams who have a leader who appreciates the value of feedback--starting with feedback TO them. When that is modeled, it is not scary and it is not seen as weakness, thereby providing freedom to the team to participate in the feedback process...and (of course) growing too!

CULTURE of CONTINUOUS FEEDBACK and IMPROVEMENT is key to an organization's growth and development. Formation of high performing team/s follows a collaborative and participative approach to share opinions, ideas, suggestions. Few tips: - Understand your team well, their triggers, interests, expectations - Design team rituals, build better people connections, practice across levels/functions - Establish two-way feedback and communication models - Categorize feedback into specific, actionable, balanced - Listen, accept, advance for gaps - Provide tools and resources to develop skills, offer coaching + mentoring - Manage discomfort with facts, examples, benefits - Empower to take ownership + responsibility - Review, celebrate achievements

A culture of continuous feedback and improvement roots itself in ownership and ownership is a commodity of environment, behaviour and management. Resistance to a culture of continuous feedback and improvement is a clear indication that ownership is absent which outlines the fact that they do not belong to the process they are operating in or that there is a clear resentment to the environment. An immediate investigation into the same will highlight the key factor for resentment and addressing that will not only save the immediate concern but will help avoid a long-term crisis in the making. It is human to counter resistance with resistance but the key lies in looking through it and arresting the negative emotions.

Work to get a consistent definition of feedback within your team. When a microphone is pointed at a speaker and the speaker gives feedback we don't categorise this as positive, negative, or constructive feedback; it's just feedback. That feedback gives an immediate and clear signal to alter some aspect of our behaviour or performance to achieve a better result. Not only that, but you, the speaker, on the microphone our role in the same game; you're all trying to achieve the same goal of putting on a great performance and when all the people and teams and departments are crystal clear and connected to a purpose greater than themselves that's when feedback becomes more desirable in both directions.

Introducing gamification elements into the feedback process can transform resistance into engagement. By setting up a system where feedback leads to tangible rewards or recognition, you tap into a positive reinforcement cycle. This method makes the act of giving and receiving feedback more appealing and less daunting, fostering a more open and cooperative team culture.

Me gustaría agregar dos puntos importantes: La importancia de la paciencia. Cambiar la cultura de un equipo lleva tiempo y esfuerzo. El líder debe ser paciente y perseverante en su esfuerzo por crear un entorno donde la retroalimentación y la mejora continua sean valoradas y practicadas. La importancia de la celebración. Es fundamental reconocer y celebrar los éxitos del equipo en la implementación de la cultura de feedback y mejora continua.