Tratar con los miembros del equipo que se resisten a la retroalimentación. ¿Está equipado para navegar este desafío en el liderazgo?

Si tu equipo se resiste a la retroalimentación o recibir feedback es problable que la experiencia no haya sido buena hasta el momento, también que no haya confianza suficiente o bien que la credibilidad del líder esté en horas bajas. En cualquiera de los casos mi consejo es que el feedback no debería verse como un castigo sino como una herramienta fantástica para el aprendizaje y desarrollo. De ahí que mi propuesta es invertir los papeles y que sea el propio líder el que solicite feedback a sus empleados. Es desde esa posición de "vulnerabilidad" y de interés por saber que piensa su equipo de él o de ella, que el resto se interese por hacer el proceso inverso. "Ser ejemplo no es la mejor forma de liderar, es la única"

It's crucial to first recognize the root cause of resistance. Common reasons include fear of failure, feeling defensive, or a lack of trust in the feedback provider. By identifying the source, you can tailor your approach to address the specific concern. For instance, if someone fears failure, focus on the growth mindset and emphasize that feedback is an opportunity to learn and improve.

Resistance often stems from fear, past experiences, or lack of trust. Your job as a leader is to uncover the 'why.' Practice active listening. Ask open-ended questions. Listen with the intention to understand, not to reply. Show genuine empathy for their perspective. Create a safe space for honest dialogue. Acknowledge their feelings without judgment. Remember, feedback resistance is a symptom, not the problem. Dig deeper to find the root cause. By understanding the 'why,' you can tailor your approach and build trust. This turns resistance into an opportunity for growth and stronger relationships.

How to Handle Resistance: Unlock the potential of your team by understanding the hidden power of resistance. Resistance is not always a sign of defiance; it can be a plea for understanding. Make resistance a strength. 1 Resistance is a natural response to change. 2 Listen actively to understand underlying concerns. 3 Empathize and validate emotions to build trust. 4 Identify common goals and align your feedback. 5 Embrace resistance as an opportunity for growth. Embrace resistance as a catalyst for transformation. Start a conversation with a resistant team member today and unlock their untapped potential. Get in touch for impactful coaching or training now. #Leadership #Management #NLP #BusinessExcellence #Impact #ExecutiveCoaching

Resistance to feedback would most likely result from a lack of confidence rooted in fear of failure. Building a trustful attitude vis a vis such a person is the most important way to cure that behaviour. With time Trust and empathy will work to improve communication and the peace of mind to confront any situation with strong confidence.

One of the things I talk about with clients is that you have to give the other person the opportunity to say what they're going to say without you interrupting, passing judgement, thinking about what you're going to say in response - because they won't feel listened to. You need to be present in the moment and really understand where they're coming from. You may not agree with everything they're saying, but if you can demonstrate to them that you're really listening to what they have to say, you'll build that trust and rapport and the starting point to move forward to find a solution together. Without that, you're going nowhere! Practice your own listening discipline and discover how you can experience different outcomes...

Quizás este es uno de los problemas más comunes a los que se enfrentan las personas con gente a su cargo. Y es que para poder mitigar eso se tiene que conocer al personal al que manejas y la manera en la que se puede dialogar con ellos, así como entender su punto de vista. Es un proceso donde la empatía juega un papel muy importante.

To navigate the challenge of team members resistant to feedback, build a foundation of trust by demonstrating respect and support. Provide specific, constructive feedback and foster a safe, non-judgmental environment for open dialogue. Balance critical feedback with positive reinforcement, showing empathy and understanding towards their reactions. Offer resources and support to help them improve, and regularly check in on their progress to offer ongoing encouragement.

One size doesn't fit all when it comes to feedback. Consider each team member's unique communication style and preferences. Some thrive on direct, concise input, while others need context and encouragement. Observe how they process information best. Do they prefer visual aids, written notes, or verbal discussions? Adapt your delivery accordingly. Remember, timing is crucial. Choose a moment when they're receptive and in a positive mindset. Most importantly, focus on growth, not criticism. Frame feedback as an opportunity for development, not a personal attack.

Feedback for Impact: Unleash the power of feedback to inspire growth and elevate performance in your team. One size doesn't fit all when it comes to feedback. Tailor it to ignite individual brilliance. Use an impactful frame. 1 Understand individual preferences and their styles. 2 Use examples to illustrate areas of improvement. 3 Highlight strengths and provide suggestions. 4 Offer actionable steps for development. 5 Regularly check-in and adjust your approach. Customize your feedback to ignite continuous improvement. Start by tailoring your next feedback session and witness the power of individualized growth. I personally use and coach the POWER frame for that. Get in touch for coaching. #Leadership #Management #PersonalizedGrowth

Tailoring your feedback is key. Consider the team member's personality and learning style. For some, directness works best, while others might respond better to a more gentle approach. Focus on specific behaviors and suggest alternative solutions, framing everything as a chance for growth and development.

Ensuring your team member feels comfortable receiving feedback is crucial. Schedule the conversation in a private, quiet space to minimize distractions and potential embarrassment. Focus on specific behaviors or actions, not personal attacks. In addition to creating a safe space, you can also frame feedback as a collaborative effort to improve results rather than a personal critique. This shift in perspective can help team members view feedback as an opportunity to learn and grow, rather than a threat to their competence.

Creating a safe environment is crucial for effective feedback. In my practice: → I fostered a culture of trust and mutual respect. → Encouraged open, two-way dialogues about performance. → Ensured feedback was given in private settings. This approach made team members comfortable expressing thoughts and concerns without fear. Providing feedback privately helped them feel valued and less defensive, leading to more productive discussions and positive outcomes.

To address a team resistant to feedback, integrate team-building activities that foster trust. Start with activities promoting open communication and collaboration, like problem-solving exercises and idea-sharing workshops. Organize regular team outings or social events to build personal connections. Use trust-building exercises such as trust falls or group challenges that require mutual reliance. Implement regular feedback sessions in a relaxed environment, focusing on positive reinforcement. Encourage peer-to-peer feedback to create a culture of continuous improvement. These activities gradually build trust, making the team more receptive to feedback and fostering a collaborative spirit.

Make sure you create a safe space for your employees to vent and talk to you. It's so important that your team knows they have somewhere they can go to express their concerns

It’s a simple exercise you should do with the eight to ten people you work with most. Form a circle and set aside one empty chair in the middle of the group. Mention (and feel) that it’s a circle of trust, that the feedback isn’t about your character but your work. Each person writes down two compliments ( ) and two things they could improve (-) about every person participating in the exercise. That’s it. As the pack leader (CEO), I always started to build trust and took the empty seat in the middle of the circle. You start the round with feedback (full circle) and end with compliments. Everyone writes down two to ensure you (almost always) get fresh inputs, so if something is already mentioned, you don't need to repeat it.

Dealing with team members who resist feedback is a common leadership challenge. Successfully overcoming it requires a mix of empathy, communication skills, and strategic thinking. Foster an environment where team members feel safe to express their thoughts and concerns without fear of negative consequences. Assure team members that feedback sessions are confidential and meant for their growth, not punitive measures.

Resistance often stems from fear. By leading with positivity, you create a safe space for growth. Start by recognizing your team member's strengths and achievements. This builds trust and openness. Then, frame areas for improvement as growth opportunities. Use specific examples to illustrate both successes and challenges. Maintain a 3:1 ratio of positive to constructive feedback. This approach keeps morale high while addressing issues. Consistent positive reinforcement transforms feedback from a dreaded experience to a catalyst for development.

Reinforcing Excellence: Harness the power of positive reinforcement to inspire exceptional performance. Positive reinforcement is the fuel that propels individuals to soar beyond their limits. 1 Appreciate achievements promptly and authentically. 2 Offer specific praise to reinforce desired behaviors. 3 Provide opportunities for growth and showcase trust. 4 Foster a supportive environment for collaboration. 5 Celebrate milestones and successes as a team. Amplify your team's performance with reinforcement. Make it a habit to acknowledge one achievement daily and witness the ripple effect of motivation. Get in touch for an impactful executive coaching or for a training for your team. #Leadership #Management #NLP #CelebrateSuccess #CEO

Measure What Matters: Secure long-term success by implementing effective follow-up measures. Follow-up measures are the compass that navigates progress towards excellence. Bold leaders measure! 1 Establish clear expectations and timelines for impact. 2 Review progress and provide ongoing support. 3 Offer additional resources and training opportunities. 4 Adjust goals based on feedback and measurements. 5 Celebrate achievements and set new challenges. Elevate your leadership by implementing robust follow-up measures. Commit to regular check-ins and follow through on your team's development. Get in touch for coaching or training. The best have a coach to grow... #Leadership #Management #NLPforLeaders #ContinuousImprovement #Impact #CEO

The Magic of Self-Reflection: Empower your team to embrace self-reflection and unlock their full potential. Self-reflection is the key that unlocks the door to personal growth and transformation in any team. 1 Create a space for self-reflection and introspection. 2 Encourage individuals to analyze their strengths. 3 Guide them to set goals aligned with their aspirations. 4 Foster a growth mindset that embraces learning. 5 Celebrate progress and offer support on their journey. Foster a culture of self-reflection within your team. Challenge each member to spend 10 minutes daily reflecting on their growth and share their insights. Get in touch for effective coaching or bold training. #Leadership #Management #NLP #SelfReflectionJourney

Encouraging self-reflection is indeed effective. In my experience: → I asked team members to self-assess their performance. → This led to increased self-awareness and ownership. → They identified their own areas for improvement. This self-directed approach made them more receptive to feedback. Recognizing their challenges independently fostered a greater commitment to personal growth and positive change. It significantly improved our feedback culture.

Tailoring Feedback: Personalize feedback to resonate with each team member, focusing on their strengths and growth areas. Creating a Safe Space: Foster an environment where feedback is constructive and delivered with empathy, ensuring team members feel supported. Positive Reinforcement: Acknowledge and celebrate improvements made based on feedback to encourage openness to future feedback. Follow-up Measures: Implement regular check-ins to assess progress and provide ongoing support and guidance. Encourage Self-Reflection: Encourage team members to reflect on their performance and seek feedback independently to foster continuous improvement.

in this situation supporting communication and validity communication helps Support communication involves active listening,intent full listening, listen first to understand, asking clarify question, understand other people point of view, being non judgemental ,by being descriptive, being specific, being problem oriented not personal oriented, use right kind of empathy, avoid criticism, effective use of scare resources Validity communication involves affirmating conjunctive accepting and clarifying #Leadership #leader #supportivecommunication #validatingcommunication #Teambuilding