¿Qué haces si tu equipo de RRHH y las partes interesadas no son receptivos a tu respuesta al fracaso?

If HR and stakeholders are unreceptive to my response to failure, I'd seek to understand their concerns, listen actively, and clarify my reasoning. Emphasizing learning from failures, I'd encourage open communication and collaboration. If needed, I'd escalate the issue to higher management for resolution and guidance.

When faced with unresponsive HR teams and stakeholders after a failure, consider these steps: 1. Self-Reflection: Assess your response objectively. Is it clear and constructive? 2.Seek Feedback: Request specific feedback from colleagues. Understand their concerns. 3.Adapt Communication: Tailor your message to resonate with their priorities. 4. Patience and Persistence: Keep advocating for your perspective. Be patient but persistent. Remember, resilience and adaptability are key in navigating organizational dynamics.

If my HR team and stakeholders are not receptive to my response to failure, I would: Communicate openly and transparently about the lessons learned and steps taken to address the failure. Listen to their concerns and perspectives, and strive to understand their viewpoints. Highlight the importance of learning from failures and emphasize the opportunity for growth and improvement. Collaborate with stakeholders to identify solutions and strategies for preventing similar failures in the future.

If HR and stakeholders are unreceptive to your failure response, diplomatically address concerns, provide evidence-backed rationale, and propose alternative solutions. For example, if implementing a new training program fails to gain support, offer a revised plan addressing feedback while emphasising the program's potential benefits.

Address resistance to failure response: Review approach, communicate clearly, listen to concerns, educate on learning from failure, lead by example, build trust, involve stakeholders, adapt based on feedback, seek support if needed.

Building trust when the HR team and stakeholders are not receptive to your response to failure requires a strategic and empathetic approach aimed at fostering open communication, accountability, and a growth mindset. Acknowledge the mistakes, be transparent and upfront about any mistakes made. Admitting faults demonstrates humility and integrity, which are essential for building trust. Take ownership of the situation and the consequences of the failure. Avoid blaming others or making excuses. Listen actively to the perspectives and acknowledge their feelings and concerns without judgment. Building trust is a gradual process, but with honesty, humility, and consistent effort, it can be achieved even in challenging situations.

Be confident in yourself and your actions. Sometimes stakeholders and others are frankly not as experienced, or deeply invested in an issue than you are. If you feel that you handled the matter properly, that you did your due diligence, and that you have no regrets as to how it was handled, do not apologize or give in. You are in an advanced position for a reason, and you should stand tall and proud in it.

Transparency & honesty will help all parties gain better understanding of issues at hand and allow for consideration of resources, training, coaching etc to aide in areas that need improvement.