Providing feedback to a passive-aggressive senior executive requires tact and professionalism. Begin by addressing the behaviour in a private, non-confrontational setting, focusing on specific examples and their impact on the team or outcomes. Use "I" statements to express your observations and concerns, avoiding accusatory language. Emphasize the shared goals of fostering collaboration and maintaining a positive work culture. Encourage them to share their perspective, actively listening to uncover underlying frustrations. Collaboratively explore solutions to address both the behaviour and its root causes. Frame the feedback as an opportunity for growth, reinforcing their importance to the team while holding them accountable for improvement

If I am dealing with a senior leader for coaching, i will not get into coaching on the first day. My first interaction will be more on the general topics. I would build in a good rapport, talk about my work & also get to know more about them without judging. Once the rapport is built, the conversation becomes more Progressive & productive. The comfort & cooperation also increases. Also instead of feedback, i would use Feed-forward which will create a good impact

Approach the issue calmly and privately, focusing on specific behaviors rather than labels. Use "I" statements to describe the impact of their actions on the team or goals. For example, “I noticed [behavior] and it caused [impact].” Encourage them to share their perspective and listen actively. Frame feedback as a partnership to resolve the issue, offering actionable steps to improve. Reinforce positive changes and provide ongoing support to build trust and reduce passive-aggressive tendencies.

Isso é uma grande incógnita no mundo corporativo. Ao fornecer feedback, escolha um momento e ambiente apropriados, focando em comportamentos específicos e observáveis, em vez de fazer generalizações. Por exemplo, em vez de rotulá-lo como "passivo-agressivo", mencione como atitudes como resistência sem justificativa impactam a equipe. Mantenha um tom calmo e controle emocional, ressaltando os efeitos negativos do comportamento na dinâmica da equipe e nos objetivos organizacionais. Estimule um diálogo aberto, permitindo que o executivo expresse suas percepções, não existe uma fórmula mágica. Após o feedback, é importante acompanhar de perto o progresso, oferecendo suporte contínuo e reforçando a importância da mudança.

When dealing with a passive-aggressive senior executive, I would first approach the situation with empathy and professionalism. I’d focus on specific behaviors rather than assumptions, ensuring the feedback is clear and constructive. I’d give them a safe space to share their perspective, as it’s important to understand any underlying concerns. I’d emphasize how their actions impact the team and overall performance. My approach would be solution-oriented, offering alternatives to more effective communication and collaboration. I’d also check in regularly to offer support and reinforce positive changes. Finally, keeping the conversation respectful and focused on outcomes will help maintain a productive dialogue.