O que você faz se o seu supervisor for resistente ao feedback?

Assess your supervisor's intent behind their resistance to feedback. Consider factors such as their communication style, past experiences, and organizational culture. Approach the situation with empathy and curiosity, seeking to understand their perspective and motivations. Frame feedback as a collaborative effort aimed at achieving mutual goals and fostering professional growth. By understanding your supervisor's intent, you can tailor your approach to effectively address their concerns and facilitate a constructive dialogue.

Understand what you want to see happen from your feedback? Is it fair to believe they might already know this & be seeking solutions themselves? Are you venting or are you seeking to share a new perspective to create opportunity? If in doubt frame your ‘feedback’ as a question for discussion & exploration rather than as a finished epiphany you have arrived at for them to digest and deal with. Be respectful, know your facts, think through what you want to say, why you want to say it and how best to directly get to the point and share the message. Good leaders will respect the effort you have taken to think through what you have to say, your honesty, integrity to speak your mind and passion for growth.

Timing is pivotal when addressing a resistant supervisor. Choose moments of receptivity, like post-success or when stress is low, to broach feedback. Avoid critical junctures, such as after setbacks or during high-stakes situations, which may amplify defensiveness. Timing conversations strategically enhances the likelihood of constructive dialogue and fosters a culture of openness and growth.

Frame feedback positively when approaching a resistant supervisor. Highlight strengths first to create a receptive atmosphere before addressing areas for improvement. Emphasize the potential for growth and development, framing feedback as an opportunity for mutual benefit. Use language that conveys support and encouragement rather than criticism or blame. By framing feedback positively, you can cultivate a constructive and collaborative relationship with your supervisor, fostering a culture of continuous improvement and success.

Listening actively is essential when dealing with a resistant supervisor. Practice empathetic listening to understand their perspective fully. Allow them to express their concerns without interruption, demonstrating respect for their viewpoint. Reflect back what you've heard to ensure mutual understanding and validate their feelings. By actively listening, you can build trust and rapport, creating a foundation for constructive dialogue and meaningful change.

Following up is crucial after addressing feedback with a resistant supervisor. Send a concise email summarizing key points discussed and any agreed-upon action steps. Express appreciation for their time and openness to dialogue. Schedule a follow-up meeting to check progress and offer support. Consistent follow-up demonstrates commitment to improvement and reinforces accountability. It also reinforces the notion that feedback is an ongoing process rather than a one-time event.

Consider the impact on your growth and job satisfaction! Diplomatically express concerns about the lack of openness to feedback and its effect on team dynamics. Offer constructive suggestions for improvement. However, the most important thing is to recognise that it's not your responsibility to educate your supervisor! If efforts to address the issue prove futile and hinder your professional development, consider seeking opportunities elsewhere. Your career progression shouldn't be stifled by a supervisor's unwillingness to receive feedback or manage staff effectively. Prioritise your well-being and advancement in a conducive work environment.

There could be various reasons for this behavior. Could be personality on his side or even judgment about your ability and experience to provide feedback. Focus on developing trust in the relationship. Changing behavior takes time, so be patient and persistent in your efforts to provide feedback. It may require multiple conversations and reminders before you see any significant progress.