Your team member reacts defensively to feedback. How can you address their personal reactions effectively?

The key is differentiating situation from person. If we give feedback to a person then the resistance is natural and reflective of self image and identity perception. No one likes to attach judgement to their personality. As soon as you introduce situation in the mix and explore how person could handle same situation effectively, the focus changes from evaluation to learning! Everyone loves to learn but pre-condition is situation is conducive.

To address a team member's defensive reaction to feedback effectively, start by understanding their emotions. Approach the conversation with empathy and patience. Acknowledge their feelings and reassure them that the feedback is meant to support their growth, not criticize. Ask open-ended questions to encourage them to express their concerns and listen actively without interrupting. Clarify the feedback constructively, focusing on specific behaviors and outcomes. By understanding and addressing their emotions, you can create a supportive environment that fosters openness and improvement.

When a team member reacts defensively to feedback, I address it by being empathetic and specific. For example, if a colleague gets defensive about a missed deadline, I’d say, "I noticed the project was delayed, which impacted our timeline. Can we discuss what happened and how we can prevent it in the future?" This way, I'm focusing on the behaviour, not the person. I’d also balance the feedback with positive comments, like, "Your attention to detail is fantastic, and that’s why I think you can handle this well." If they continue to be defensive, I’d suggest a private chat to understand their concerns better and work on a solution together. This approach helps them see the feedback as a growth opportunity rather than personal criticism.

Defensive reaction is always expected from someone getting a feedback. Now if I'm the giver of that feedback, prior to it will be anticipations of reactions & responsive that I'll get from my team member actually. In short good or bad reaction, I have a readily available counter-responses. If that's a negative reaction, I'll be more than happy to elaborate more the topic and maybe dig-in things a little more deeper for him or her to somehow understand if not totally agree with me. If that's a positive reaction after feedback, then conversation can end quicker, and we can immediately talk on things on how work on things way forward.

1. Écoutez activement et montrez que vous comprenez leur point de vue. Il est important d'écouter attentivement les préoccupations de votre collègue, même si vous ne partagez pas son opinion ou sa réaction initiale. 2. Soyez empathique et évitez les jugements hâtifs. Essayez de mettre à la place de votre collègue pour comprendre pourquoi ils ont cette réaction défensive aux commentaires donnés. 3. Proposez des solutions constructives pour résoudre le problème ensemble . Plutôt que d'être sur la défensive, essayez plutôt d'aider votre collègue à trouver des solutions pratiques pour améliorer son travail futurement .

I usually start the feedback with positive things followed by the improvement points as well, in a positive way. With this we make them listen to us first and build trust to incorporate the improvements. Usually, I share the improvement areas in private so that the team members don't feel embarrassed in front of everyone.

Addressing a team member's defensive reaction to feedback requires empathy and understanding. Start by acknowledging their emotions and validating their perspective without dismissing it. Encourage open communication by emphasizing your intent to support their growth rather than criticize. Use specific examples to illustrate your feedback, focusing on behaviors rather than personal traits. Finally, collaborate on finding solutions or improvements together, ensuring they feel involved and valued in the process. This approach fosters trust and encourages a more constructive response to feedback over time.

Every human carries subconscious emotional matters that need to be uprooted and removed. Until this is done, they will surface as old programming. Once subconscious new patterns are taught and implied, then one can progress. It is not a one type fits all scenario of assisting the person on the spot for that scenario, until the subconscious emotional factor is handled correctly.

Understanding the emotional roots of defensiveness is crucial. When a team member responds defensively, they are typically defending their self-esteem. It's important to handle the situation with empathy. Before discussing the feedback, take a pause to validate their emotions. Show that you empathize with their viewpoint and clarify that your goal is constructive feedback aimed at fostering their development. This approach can help reduce their defenses and increase their openness to your input.

Como aprendizado nesta caminhada de gestão de pessoas sempre oriento a equipe que está na liderança, que devemos observa o liderados no momento do feedback. Sabemos que o corpo fala e esse é o sinal para ir com calma no que é importante comunicar a ele. Seja assertivo, e como boas práticas sempre peço para ser agendado o encontro pelo horário da manhã. Que o colaborador esta mais tranquilo, e aberto a receber a devolutiva.

Je suis totalement d'accord sur l'importance du timing dans la communication constructive. Choisir le bon moment pour fournir des commentaires peut significativement influencer leur réception et leur efficacité. En complément, il est également bénéfique de créer un environnement propice à l'écoute en éliminant les distractions et en offrant un cadre où la personne se sent à l'aise pour discuter ouvertement. Cela favorise non seulement une meilleure compréhension des feedbacks mais renforce aussi la confiance au sein de l'équipe, encourageant ainsi une culture de rétroaction continue et constructive.

Choosing the right time is very important when it comes to giving feedback. You should not give feedback to a person if they are under stress or any kind of workload, as this can negatively impact the project they are working on. That's why choosing the right time is very important. When you are giving feedback, try to use indirect language, but not so much that they don't know you are talking about them. They should understand that this is an opportunity to grow.

I agree, Precise feedback is crucial for effective team development and performance enhancement. Pointing out particular instances and suggesting actionable steps demonstrates that the feedback is thoughtful and personalized, showing the manager commitment to their success. This targeted feedback not only helps individuals to improve their performance but also fosters a culture of continuous growth and accountability within the team.

Je partage complètement l'importance de la précision dans les commentaires. En étant spécifique sur les aspects positifs et les domaines à améliorer, nous aidons nos membres d'équipe à mieux comprendre nos attentes et à identifier les actions concrètes à entreprendre pour progresser. Pour compléter cette approche, je recommande également d'encourager le dialogue ouvert où les membres de l'équipe peuvent poser des questions et discuter des feedbacks reçus. Cela favorise un processus d'apprentissage mutuel et renforce l'engagement envers l'amélioration continue.

This is the most important part of the feedback. There could be multiple people to whom you are giving feedback so you should be specific where what person should be improving and learn more about it. This can help many individuals to grow in their careers.

Ich denk dass es wichtig ist, den Widerstand zu verstehen. Dieser ist hier ein Selbstschutz, was grundsätzlich erst einmal positiv ist und deshalb verstanden werden sollte. Mein Erfahrung zeigt, dass man die Person fragen sollte, ob sie Interesse daran, sich weiter zu entwickeln und auch erfahren möchte, wie sie auf andere Personen wirkt. Wenn dies bejaht wird, dann könnte eine weitere Aussage dem Teammitglied gegenüber sein: "Möchten Sie meine Wahrnehmung / Eindruck hören, auch wenn er für Sie überraschend oder kritisch ist und Sie diese Aussage dann nicht gleich negieren?" Damit behält die Person die Kontrolle und wird dadurch selbstsicherer und reagiert deshalb wenige defensiv.

By clarifying how current performance is not meeting the standards of excellence that are based on the values of the organization, it can take some of the personal sting out of the situation. It refocuses the target of the conversation toward growth and future success rather than previous failure.

Je suis totalement d'accord sur l'importance d'encourager un dialogue ouvert et bidirectionnel lors des feedbacks. Cela permet non seulement de transformer la critique en un échange constructif, mais aussi de renforcer la confiance et l'engagement au sein de l'équipe. En complément, je suggère d'adopter des techniques comme l'écoute active et la reformulation pour s'assurer que toutes les parties comprennent clairement les perspectives et les attentes mutuelles. Ce processus renforce la transparence et favorise un environnement où chacun se sent écouté et soutenu dans son développement professionnel.

Let's be honest: nobody loves getting negative feedback. For most of us, our natural response is to get defensive, so don't be surprised when that happens. The key is to not get reactive as well. Encourage Dialogue: Ask questions to understand their perspective and validate their concerns. Listen: Pay attention to their perspective without interrupting or judging. Respond Positively: Constructive criticism framed positively goes a long way--and it's sadly becoming a lost art. Acknowledging what other do well while offering constructive feedback helps. By approaching defensive reactions with empathy and open dialogue, you create a supportive environment where feedback becomes a tool for personal and professional growth--for both of you.

o dialogo e o mais importante preciso que seja expresso o descontentamento ate ao fim para emtendeo onde a pessoa sento magoa e desconforto

Position feedback as an opportunity for growth rather than a critique of personal shortcomings. Begin by affirming the individual’s strengths and their value to the team. When delivering the feedback, frame it with specific behaviours or outcomes, not character traits. Use clear, objective examples to illustrate your points and discuss concrete improvement methods. Encourage a mindset where feedback is seen as a tool for professional development and success, not as a threat. This approach can help reduce defensiveness and promote a more receptive attitude toward constructive criticism.

Show empathy and understanding. Acknowledge that receiving feedback can be challenging, and express your willingness to help them improve. Offer resources such as training, mentoring, or more frequent check-ins to help them address the areas of concern. By actively supporting their development, you mitigate defensiveness and foster a supportive and collaborative work environment. Ensure the conversation invites their input on how they prefer to receive feedback and what support they feel they need, making the process collaborative.

In my opinion, providing support and encouragement to resistant team members is equally critical and a delicate balance, depending on *why* they are feeling resistant. Genuine support and encouragement can help the whole team create a contagious sense of motivation, inspiration, and empowerment. Helping resistant team members overcome their resistance to feedback and contribute to the team in a meaningful way is an incredibly rewarding feeling. Recognition, gratitude and appreciation of the team efforts reinforces the values and purpose alignment achieved at the outset and fosters a sense of teamwork that is hard to deny and resist.

To address a team member's defensive reactions to feedback effectively, use the tactic of pre-framing. Start by setting a positive tone and context before delivering the feedback. For example, begin the conversation by acknowledging their efforts and contributions, which can make them feel valued and secure. Then, explain the purpose of the feedback and how it aims to support their growth and success within the team. This approach shapes their perception, reducing the likelihood of defensiveness, as they understand the feedback is meant to help rather than criticize. By pre-framing the discussion, you build trust and openness, paving the way for a more constructive and receptive dialogue.

Lo que tenemos que tener en cuenta es que las reacciones defensivas pueden obstaculizar la comunicación y el crecimiento dentro del equipo. Primero, identifica el origen de la defensiva. Pregúntate: ¿hay una inseguridad subyacente o falta de confianza? Segundo, fomenta un entorno seguro para la retroalimentación. Asegúrate de que los comentarios se den de manera constructiva y empática. Tercero, practica la escucha activa. Demuestra que valoras las opiniones y sentimientos del miembro del equipo. Cuarto, modela la aceptación de críticas. Muestra cómo tú también recibes y aplicas comentarios de manera positiva. Recuerda, mejorar la comunicación es clave para reducir la defensiva y promover un ambiente de crecimiento.

I would respond softly, saying something like, "I noticed that the energy changed when I provided that feedback, can you tell me more about what you are feeling?" A negative response is usually tied to emotion. Emotion is controllable but not by everyone. Meet the employee where they are at and respond with empathy. Give them time to process. Come back to the topic after processing has happened. Allow safe space for your team member to respond with some emotion, and then follow-up once emotion has lowered.

Always finish with a good word and a hug/ handshake. Tell him/her You are there now and when the things will impruve, You will be also there.