Was tun Sie, wenn Ihr Feedback zu Konflikten statt zu Zusammenarbeit führt?

In my experience, if verbal feedback isn’t working well, sometimes it’s best just to get back to work. Recently in a workshop with a production company, one of the managers said said that they have learned that often the best way to correct mistakes is to say “ Let’s do this together…”

Notice the body language of who you are giving feedback too. Has their weight shifted away from you, either onto their back foot, or possible did they lean back in their chair if virtual? Are their arms crossed in front of their chest? Are their fists clenched? Or is their jaw clenched? What do you do physically when you receive feedback you may not agree with, or that you feel is coming out of left field? This physical response will allow you to tailor the way you are giving feedback down the road, and depending how observant you are- may be able to be adjusted to be better received in the moment.

Refocus the lens—present feedback as a puzzle where each piece contributed by team members helps reveal a bigger, shared picture of success.

Feedback is most productive when tailored to the individual receiving it. For those with low self-authorship, feedback can sometimes make them feel worse about their work. However, for others, it can ignite curiosity and a willingness to learn more. Instead of merely providing feedback, wear your coaching hat. Share what's working well, identify areas for improvement, and suggest exercises to support their growth. Improvement requires consistent practice, and with both parties maintaining a growth mindset, the team is poised for success.

You should consider adjusting your approach. Focus on providing constructive feedback that is specific, timely, and framed in a positive manner. Listen actively to the other person's perspective and be open to their input. Emphasize common goals and interests to foster a collaborative environment. If necessary, seek guidance from a mentor or mediator to facilitate productive communication and resolution.

If I see my feedback is causing friction I would watch my tone and also try to deliver the same thing in little convincing tone like it's said when same thing said politely people listens and work on it rather than if we say them directly.i would communicate .instead of mistakes that happens before I would tell them what more they can do to improve things further .and ask them to perform all the actions and that will make them feel it as an opportunity. ....

In addition to adjusting the delivery of feedback, it's crucial to ensure that feedback is provided in a timely manner, allowing team members to address and implement improvements effectively. Emphasizing the positive aspects of performance alongside areas for development can help maintain a balanced perspective and foster a culture of continuous improvement. Furthermore, creating a feedback loop that allows team members to share their own perspectives and insights can promote a sense of collaboration and mutual respect, leading to a more constructive and supportive feedback environment.

Always be a team player and openly accept the mistakes open dialogue with those who differ in opinion.make sure we write notes thanks for sharing

If I noticed my feedback is causing conflict, I would reflect about the tone and the words I used and try to deliver it on a politely, clear and even more friendly way. Sometimes the feedback was just said in a bad day.

Absolutely, adjusting the delivery of feedback is crucial if it's causing friction within the team. Communication plays a vital role in fostering teamwork, and the manner in which feedback is conveyed can greatly influence its reception. Adopting a tone that is respectful and supportive helps create a positive environment for discussion. Instead of dwelling on mistakes, emphasize areas for improvement and provide actionable suggestions. This approach encourages team members to view feedback as an opportunity for growth rather than criticism, fostering a culture of continuous improvement.

In fostering collaboration, prioritize active listening to address conflicting feedback, aligning with emotional intelligence principles. Elevate dialogue by acknowledging diverse perspectives, ensuring psychological safety, and promoting constructive discourse. Strategically integrate conflict resolution training, creating a culture of openness and trust, reinforcing long-term cohesion. Remember, without fostering genuine dialogue, even the most strategic plans can falter.

To overcome conflict caused by feedback and foster collaboration, encourage open dialogue where all parties feel heard and valued. Start by creating a safe space where individuals can share their perspectives without fear of judgment. Encourage active listening, empathy and constructive criticism. For example - in a team meeting discussing a project, instead of simply pointing out flaws in someone's work, ask questions to understand their thought process and offer suggestions for improvement collaboratively. This approach promotes a culture of mutual respect and cooperation - leading to more effective collaboration and problem solving.

It is fair for the members in the team to voice out their opinions. As a team leader, we should be ready for hearing any opinions from our members that sometime can be conflicting. Communication being the key to any team work, it is essential for each member to clarify any kind of misunderstanding. Such openness will allow the members to feel free to express themselves. Conflicts can maintain, if the leader is not willing to change their opinion. Sometimes even a leader can be wrong, a leader should always adapt to listening to the viewpoint of the member, rather than trying to voice out their own. Through smooth flow of communication, team members can learn and minimize the conflicts, and focus on achieving similar goals.

A aceitação desse feedback é outra questão crucial dentro das habilidades de comunicação. Comunicaçao envolve tanto falar quanto ouvir. Se você é alguém que se expressa cuidadosamente e sabe dar feedback, mas lida com alguém que tem dificuldades para ouvir, é importante estabelecer uma dinâmica de feedback bidirecional e contínuo. Isso significa criar um ambiente de diálogo aberto onde o receptor também pode expressar seus pontos de vista. Uma cultura de feedback contínuo permite que essas trocas construtivas ocorram regularmente e sejam vistas como oportunidades de crescimento profissional e pessoal. Em minha experiência, muitas pessoas que têm dificuldades em receber feedback simplesmente não estão acostumadas a ouvir.

Indeed, fostering an environment where team members feel comfortable discussing feedback is vital. Encouraging open dialogue allows for the expression of views and concerns, facilitating mutual understanding and shared responsibility. Actively listening to each other's perspectives helps clarify misunderstandings and transforms conflict into constructive conversation. Ultimately, this promotes collaboration and benefits the entire team by fostering a culture of trust and growth.

In a professional environment, when feedback causes conflict, refocus on objectives and recognize that culture prevails over strategy.The key is fostering teamwork and emotional intelligence, as they're deeply linked with high performance and sales success. Provide clear, nuanced feedback aligned with strategic goals, promoting collaboration over conflict. Immediate solution: Facilitate open dialogue sessions. Long-term: Implement robust feedback mechanisms and emotional intelligence training.

It's important to foster a culture of continuous improvement by encouraging open dialogue and constructive feedback exchanges among team members. Creating a supportive environment where individuals feel comfortable providing and receiving feedback can promote a sense of shared accountability and mutual respect. Offering specific examples and actionable suggestions within the feedback can empower team members to make targeted improvements and align their efforts with the overarching team objectives. Encouraging a growth mindset and recognizing efforts towards improvement can further reinforce the idea that feedback is aimed at collective progress and development, rather than personal criticism.

Providing constructive feedback should be a two-way process, allowing team members to share their perspectives and insights on their own development. This collaborative approach can empower individuals to take ownership of their growth and improvement, fostering a sense of autonomy and accountability. Moreover, offering ongoing coaching and professional development opportunities can complement the feedback process, enabling team members to acquire new skills and knowledge that contribute to their professional growth. Recognizing and celebrating progress and achievements resulting from feedback-supported development efforts can further reinforce a positive and growth-oriented team culture.

When you notice your feedback is creating conflict, first check how you are delivering it, use the words properly which are not personal and harsh, maintain the tone try communicate with team about feedbacks like engage the team members which is very important and try more to focus on respect other values one to one communication and try to provide support as needed

Do not share any feedbacks that are conflict source. Learn how to provide insightful yet genuine comments. Conflicts are meaningless, their consequences are deeper than we think.

Sometimes, involving a neutral mediator or facilitator can also help navigate tensions and foster a more positive environment for collaboration.

Also it will be great to consider setting of boundaries. One should ensure to establish a clear boundaries for conversations to remain constructive and respectful; while encouraging all team to communicate openly and honestly in order to avoid being hostile at any given time.