Your team member is defensive during a critical presentation. How can you navigate feedback effectively?
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Cultivate empathy:Start by acknowledging their effort and emphasize the shared goal of improvement. This approach helps reduce defensiveness and opens the door for constructive dialogue.### *Ask reflective questions:Use open-ended questions like, "What were you hoping to achieve?" to shift from confrontation to understanding. This method encourages self-reflection and deeper insights into their perspective.
Your team member is defensive during a critical presentation. How can you navigate feedback effectively?
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Cultivate empathy:Start by acknowledging their effort and emphasize the shared goal of improvement. This approach helps reduce defensiveness and opens the door for constructive dialogue.### *Ask reflective questions:Use open-ended questions like, "What were you hoping to achieve?" to shift from confrontation to understanding. This method encourages self-reflection and deeper insights into their perspective.
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I used to explain metaphorically, your failure is a teams system failure. This enable the person to revisit the process, system that were adopted. Additionally apprise genuinely the task completion there! Inviting others opinion is helpful to make the situation ease.
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🧠Approach with empathy: acknowledge their effort and emphasize a shared goal. 🔍Be specific and objective: focus on actions and outcomes, not personal traits. 💡Offer constructive solutions, providing actionable steps for improvement. 📞Encourage open dialogue to understand their perspective and address concerns. 👥Provide feedback in private to reduce public pressure and foster openness. 🚀Reframe criticism as an opportunity for growth to reduce defensiveness. 🔄Follow up later to check progress and reinforce positive developments.
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When a team member becomes defensive during a critical presentation, approach feedback with empathy and clarity. Start by acknowledging their effort and highlight what they did well to ease tension. Then, frame your feedback in a constructive way, focusing on specific, observable behaviors rather than personal critiques. For example, say, "I noticed that when questions came up, it seemed like you felt pressured," rather than, "You were too defensive." Offer actionable suggestions on how they might handle similar situations in the future, and assure them that you’re there to support their growth. It's also helpful to create an open environment where they feel safe to ask questions or share concerns about the feedback.
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👀 Recognize their perspective regardless of whether you agree or not e.g. I see what you are saying or I can understand why that might be important ... 🧠 Ask questions to learn and not to prove. Show that you are curious about why and what they are saying. 🙋♀️ Hold the space for everyone to have a voice so that they may not feel they are being singled out.
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É normal ficar na defensiva após críticas. Quando estamos desempenhando um papel estratégico junto à equipe, devemos trabalhar alguns pontos. São eles: • Conhecer a equipe e o assunto tratado; • Preparar a equipe para possíveis abordagens negativas e conversar sobre o quão importante são os feedbacks que são nos dados; • Deixar a equipe à vontade para compartilhar suas opiniões e ideias, mantendo sempre uma conversa amigável, sem julgamentos. • Se perceber alguma discussão calorosa, intervenha, não deixando que vá além do permitido em um ambiente de trabalho. • De feedback construtivo como incentivo. Valhas são as dicas nesse momento. Precisamos estar atentos!