Que faites-vous si un membre de l’équipe est réticent à un feedback constructif dans un cadre collaboratif ?

When it comes to constructive feedback, I believe it is best given in person (1:1) instead of a collaborative setting. This will enable a more open discussion between the feedback giver and receiver, which helps address any concerns/queries from the receiver, which in turn helps reduce potential resistance as well.

Approach with empathy, focusing on mutual goals and growth. Provide specific examples and explain the impact of behavior on team dynamics. Encourage open dialogue, allowing them to express concerns or perspectives. Offer support and resources for improvement, such as coaching or training. Emphasize the importance of feedback for team success and encourage a growth mindset.

It’s important to understand what is trigering the resistance in them. It may be due to past experiences or any situational bias. Communicating openly about the impact her resistance is having and also helping realize that is leading herself in a direction that don’t expect or intend.

Ever faced a situation where someone just couldn't handle feedback? It's like trying to teach a cat to swim - frustrating! But first, let's understand why. Feedback can feel like a slap in the face, especially if it's not delivered tactfully. People might fear criticism or worry about their competence being questioned. Understanding their perspective helps you tailor your approach.

If you are trying to provide feedback in a group setting try taking it to a 1:1 environment. If you are still finding that they are not open to your suggestions- try asking why. Adjust your approach from a "here is what you are doing, now do it this way" to a "Hey I've noticed this- could you break down your thought process behind it". This might help you as the manager understand their perspective so that you can come up with a solution that makes sense for everyone. Also this helps alleviate some of the pressure of feedback and might result in changes to their actions.

Take some time to ask them whether they agree with the feedback, and follow up on why they do (or don't). Allow them to fully explain their point of view before presenting your argument. They may have a completely different perspective, and the two of you may find common ground instead.

Think about talking to your friend about something that's bothering you. You want them to listen, right? It's the same in a team. When we have open dialogue, it means we're talking honestly and listening to each other. We want to make sure everyone feels safe to share their thoughts and feelings. This helps us understand each other better and work together well.

Yes, you want to create an opportunity for open dialogue, but what is better is to have a structure and plan to facilitate the discussion. How will you structure the conversation? Where and when will you do it? Have you prepped your talking points to set out that it's about the behaviours observed and not about the person.

As an Employee Voice Representative, I was the vital link between employees within Field Sales and the organisation, ensuring seamless communication and collaboration. My commitment was to create a positive work culture, encouraging colleagues to express their feelings regarding the feedback given was essential in determining the “mood” of the team.

Dealing with resistance on your team? Here's how to navigate it: Show empathy and respect, acknowledging their perspective. Emphasize growth and improvement, highlighting positive outcomes. Foster open dialogue, inviting their thoughts and concerns. Navigate resistance with empathy and positivity for a collaborative team environment. 🌱 #Teamwork #GrowthMindset

I prioritize making it explicitly clear that feedback, in our team, is not a mechanism for critique or personal judgment but a cornerstone of professional development. It’s crucial to frame feedback as a gift, an opportunity for each of us to evolve and excel in our roles. This repositioning helps in shifting perceptions, moving away from viewing feedback as a negative commentary to seeing it as a constructive, growth-oriented tool.

Ever played a game without knowing the rules? It's chaos! Setting expectations is like laying the groundwork for success. Be clear about what constructive feedback entails and its importance in growth. Establish norms for giving and receiving feedback. Clear expectations set the stage for a collaborative and supportive environment. It's like having a map to follow so we don't get lost. Letting people know how we should give and take feedback helps us all get along better.

Setting Expectations for Dealing with Team Resistance: Show empathy and respect, understanding their viewpoint. Emphasize growth and improvement, focusing on positive outcomes. Foster open dialogue, inviting their thoughts and concerns. Setting clear expectations of empathy and positivity promotes a collaborative team environment. 🌱 #Teamwork #GrowthMindset

Picture someone learning to ride a bike with training wheels. They need a guiding hand until they find their balance. Offer support and guidance to help your team member navigate through feedback. Provide resources, training, or mentorship if needed. Supportive gestures show that you're invested in their development.

Ever plant a seed and forget to water it? It withers away! Follow-up is the nurturing water for growth. Check in regularly to see how they're doing with the feedback. Offer additional guidance or clarification if necessary. Consistent follow-up reinforces accountability and shows your commitment to their progress.

Imagine trying to unlock a door with the wrong key. It's futile! Sometimes, you need to try a different approach. If constructive feedback isn't landing, adjust your approach. Find alternative ways to deliver feedback that resonate with them. Flexibility is key to overcoming resistance and fostering growth.

"Dealing with resistance in a team can be tough. Here's how to navigate it: 1. **Show Understanding:** Approach with empathy and respect, acknowledging their perspective. *"Empathy opens doors to constructive dialogue and mutual growth."* 2. **Focus on Growth:** Emphasize the positive intent behind the feedback, highlighting opportunities for improvement. *"Focusing on growth inspires progress and collaboration."* 3. **Encourage Openness:** Foster a safe space for dialogue, inviting their thoughts and concerns about the feedback. *"Open dialogue builds trust and paves the way for acceptance."* Navigating resistance with empathy and positivity cultivates a supportive team environment. 🌟 #Teamwork #GrowthMindset"

Constructive criticism in a group setting requires considerable trust to be already established in the group. The group or team should be well past storming and forming to even be close to comfortable sharing this type of feedback in a group setting. People in teams need to first get comfortable with their roles, and the transparency of their strengths and shortcomings so the team can come to know where they have to work together to fill gaps between them. The leader also needs to demonstrate vulnerability and take criticism before everyone else in order to set the tone for a culture of trust whereby constructive feedback is just that - constructive - and not malicious.

Ever tried baking a cake without flour? Disaster! Sometimes, you need to consider all the ingredients for success. Reflect on the broader context - factors like personality, culture, or past experiences. Seek feedback from peers or mentors on your approach. Exploring different angles ensures a holistic solution tailored to the individual's needs.

Connection today has become business-critical. In an era where we are navigating more distractions and lower attention spans than ever before, the ability to deeply connect with our customers and teams is essential. Sometimes the structure for communication is part of the issue. When is the usual rhythm for feedback? How is the feedback delivered? How is technology playing a part to enhance or inhibit the conversation? What are the rhythms of the team - are they helping or hindering trust, engagement and collaboration? Don't just fix the behavioural issue, fix the structural issues too.