Here's how you can effectively give feedback to resistant or defensive colleagues.

Building trust i believe is the top priority because once you put trust in someone, it means you are ready to open up for them. It's usually vert clear when somone starts trusting you, then you will have to take the initiiative to provide them active listening to be able to go all the way.

When tackling resistant or defensive colleagues, empathy is key. Begin by understanding their perspective, acknowledging their feelings, and then gently redirect the conversation towards constructive feedback. Use specific examples to illustrate your points and focus on the impact of their behavior rather than criticizing their character. Encourage open dialogue, listen actively, and be patient. Offer support and solutions rather than just pointing out flaws. Remember, it's about fostering growth and improvement, not about winning arguments.

You can't force someone to trust you. While there are some consistent ways to lose trust, different people are inspired to trust by different things. If you are having trouble building trust with someone, employ empathy, and try to see you the way they do. Is there something you are doing or failing to do or communicate that is causing them to withhold trust? Especially if someone has been burned by leadership or colleagues in the past, they may be cautious to trust you now, and this may be an obstacle that you'll need to navigate. Try to open a dialogue about what they are wary of.

Here's my say on this: - Start by appreciating. Begin by acknowledging your colleague's strengths and contributions. - Frame your feedback as an opportunity for growth and improvement. Focus on how your colleague can take the next step and achieve even greater success. - Encourage your colleague to ask questions and share their perspective. Example - After offering feedback, ask your colleague "What are your thoughts on how we can improve this together?"

Let's understand this with some examples: - You need to give feedback on a report with missing data. Instead of saying the report "needs work," mention "The sales figures for Q3 are missing from your report. Can you include them?" - Instead of saying "You're always late with your assignments," say "The last two reports were submitted past the deadline. Is there anything I can do to help you manage your workload better?" - You need to give feedback on a presentation with confusing slides. Suggest using visuals or simpler layouts to improve clarity. By doing this, you can help your colleagues understand your concerns, overcome resistance, and achieve their full potential.

What worked for me is using the same technique professional football Coaches use. Guidance, ongoing support (cheering for them) and education on how to improve their performance. Placing employees in situations that they are not qualified to handle is just introducing failure before education.

Let's understand this: - You need to give feedback on a colleague who keeps missing deadlines. Instead of saying, "You're unreliable," say, "The last two reports were submitted late. Is there something causing these delays?" - You need to give feedback on a colleague's limited problem-solving approach. Say, "We haven't explored all possible solutions yet. Would you be open to brainstorming some new ideas?" - Instead of saying, "You need to be more careful with your data," say, "There seems to be a discrepancy in these figures. Let's double-check the sources together to ensure accuracy."

My experience has shown me this is a critical step in providing feedback. Telling and critiquing can tear down even the strongest of individuals, but when you engage in an exchange of ideas, asking open-ended questions and actively listening the individual you are providing feedback to will be focused on your message and less on your motives.

Two other elements of your relationship are important to be able to successfully provide feedback--there should also be times where you are providing positive feedback and you should ask for feedback from them as well.