Dealing with a resistant peer support team member. How can you effectively address their feedback resistance?

1 Understand Resistance

To effectively address feedback resistance, it's crucial to first understand why a peer support team member might be resistant. Resistance often comes from a place of vulnerability or fear of being judged. It's important to listen actively and empathetically to their concerns. By acknowledging their feelings and providing reassurance, you create a safe space for open dialogue. This approach can help you uncover the underlying reasons for their resistance and guide them towards a more receptive mindset.

2 Build Trust

Trust is the cornerstone of any peer support relationship. If a team member resists feedback, it could indicate a lack of trust. To build trust, consistently demonstrate respect, confidentiality, and a non-judgmental stance. Show genuine interest in their perspectives and experiences. Over time, this creates a foundation of trust that makes team members more open to receiving and acting on feedback.

3 Communicate Clearly

Clear communication is essential when dealing with resistance. Ensure that your feedback is specific, objective, and constructive. Avoid using generalizations or language that could be perceived as personal attacks. Instead, focus on behaviors and outcomes, and express your feedback in a way that aligns with the team member's goals. This approach can help minimize defensiveness and encourage a more accepting attitude towards feedback.

4 Offer Support

When facing resistance, offering support is key. Help the resistant team member by providing resources, training, or mentorship to address the areas of feedback. This shows that you're not just critiquing but also invested in their development. By partnering with them to overcome challenges, you reinforce the message that feedback is an opportunity for growth and that they're not alone in this process.

5 Encourage Self-Reflection

Encouraging self-reflection is a powerful tool in overcoming resistance. Guide your peer support team member to self-assess and identify their own areas for improvement. This can lead to self-motivated change and reduce resistance to external feedback. Asking open-ended questions that prompt reflection can be particularly effective in helping them see the value of feedback and take ownership of their growth.

6 Follow Up

Lastly, following up after giving feedback is crucial. It shows that you're committed to the team member's progress and that their responses to feedback matter. Schedule regular check-ins to discuss any changes, improvements, or further support needed. This consistent engagement can help reinforce positive changes and ensure that feedback leads to meaningful development within the team.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?