How would you approach a scenario where a team member is resistant to feedback, impacting team collaboration?

No meu ponto de vista uma forma de lidar com a resistência ao feedack é ser o mais direto porém gentil e empático. Algumas pessoas são resistentes devido a forma que receberam feedbacks anteriores. Em uma conversa privada, desmistifique que este seja um momento negativo e sim de crescimento profissional. Exponha o(s) fato(s) de forma objetiva onde contenha informações concretas. Evite o "achismo" para que não cai na armadilha do julgamento e leve para o lado pessoal, desta forma, crie um elo de confiança mútua quebrando a resistência.

Addressing resistance to feedback requires a thoughtful approach to foster open communication and collaboration within the team. Here’s how you could approach this scenario: Private Conversation: Initiate a private and supportive conversation with the team member. Approach it with empathy and curiosity rather than judgment. Start by expressing your observations and your intention to understand their perspective. Active Listening: Listen actively to their concerns and reasons for resisting feedback. Validate their feelings and acknowledge any challenges they may be facing. This helps in building trust and creating a safe space for honest dialogue.

Building trust is foundational to effective teamwork and collaboration. Here are some key principles and actions to help build trust within a team: Communicate Openly and Transparently: Foster a culture where team members feel safe to share their thoughts, concerns, and ideas without fear of judgment. Be transparent about goals, decisions, and challenges. Listen Actively: Demonstrate genuine interest in others' perspectives by listening actively. This means focusing on what the speaker is saying, without interrupting, and showing empathy and understanding.

Tailoring feedback is crucial for it to be effective and well-received by team members. Here are some strategies to tailor feedback appropriately: Understand Individual Preferences: Take the time to understand how each team member prefers to receive feedback. Consider Communication Styles: Adapt your feedback to align with the individual's communication style. For example, some team members may respond well to visual aids or written summaries, while others may prefer face-to-face discussions or phone calls

Good timing is everything: never ambush people or criticize in front of colleagues. Avoid high-stress moments at all costs. Schedule feedback sessions in advance to allow preparation and ensure a private, neutral, and comfortable setting for the conversation.