What do you do if your feedback in a Business Coaching setting is not well-received?

In many cases, it may be that the feedback has been misinterpreted or that the customer is facing personal challenges that affect their receptiveness to feedback.

The first thing I always lead with is never assume why the feedback is not being accepted. There so many reasons that can contribute to why someone will not accept feedback, it could sometimes be that the client is not in a state to receive feedback or simply misunderstood what was communicated or the coach did not communicate using the right choice of words, or it could be that the clients hasn’t established trust with the coach yet. But before jumping into solution mode try to probe more to understand the true reason of why the client is not taking the feedback onboard.

Avant de donner un feedback, s'assurer que la personne va être en capacité de le recevoir est indispensable. C'est là qu'un vrai professionnel, qui sait être à l'écoute de son intuition fait la différence. Après, s'il arrive qu'un feedback soit mal perçu, il est important d'aller explorer avec la personne quelle blessure cela réveille. C'est le rôle d'un coach que de guider la personne dans une nouvelle façon de percevoir les choses, avec une perspective renouvelée.

La experiencia comunicacional Empresarial moderna tiene como una buena practica estudiar un poco acerca de los canales de comunicacion usados en los negocios. Si es one to one es conveniente mirar cuál es el canal usado por la otra persona visual auditivo o hasta kinesico . La responsabilidad del mensaje es del Emisor que es el interesado en que se entienda de la mejor manera, llámese crítica , oportunidad de mejora o hasta un alago. Propender por que su mensaje sea digerido adecuadamente está en el Coach .

Wenn ich bemerke, dass mein Feedback zwar erwünscht ist, aber bei meinem Gegenüber nicht gut ankommt, analysiere ich, welche Gründe es dafür geben könnte. Es ist eine Kunst - auch in verschiedenen kulturellen Kontexten - Feedback zu geben und noch viel mehr Feedback anzunehmen. Im deutschen Verständnis von Feedback wird noch immer ausschließlich auf Kritik und Lob geschaut. Viel zu wenig auf das Potential für Veränderungen und einen gemeinsamen lösungsorientierten Fokus.

When feedback isn’t landing, consider incorporating advanced visualization tools to support your reframing. Using interactive data visualization, clients can see a clear, graphic representation of their behaviors and the impacts, making the connection more tangible. This tech-savvy approach not only clarifies the feedback but also engages clients visually and cognitively, encouraging a more positive and proactive response to the coaching process.

Gutes Feedback zu geben ist wie ein Muskel, der trainiert werden kann. Zuerst sollte ich den kulturellen Kontext kennen, die Persönlichkeit mir gegenüber in ihren Werten und Stärken individuell einschätzen und das Ziel des Feedbacks für mich klar definiert haben. Was möchte ich mit meiner Rückmeldung erreichen? Die Antwort auf diese Frage geht weit über Kritik oder Lob aussprechen hinaus und macht das Feedback automatisch inhaltlich wertvoller.

Manchmal fehlt einfach der Rapport, der ist nämlich gar nicht so leicht in der Herstellung. ;-) Daher verwende ich im zweiten Anlauf gerne dieselben Worte wie mein Gegenüber, um meine Seite verständlicher darzulegen: "beachten", "bedenken", "Rücksicht", ...

When it's time to recalibrate my feedback, I turn to the power of positive reinforcement. Using the SBI model, I spotlight the specifics—they get to see their strengths in action and the ripple effect of their choices. I also weave in the Sandwich Method, layering constructive feedback between slices of genuine praise, to ensure they’re hearing not just where they can improve, but also celebrating where they shine. It’s a full menu designed to nourish and inspire growth.

Vivenciei muitas vezes erros nossos como lideres, colocando profissionais em posições para a qual não estão preparados, e sendo esse um erro muito comum. Sempre usei a expressão - Você ao entrar em meu ambiente, para que façamos um bate papo de feedback, tem de sair melhor do que entrou!! Isso me coloca o desafio de colaborar, construir pontes, estabelecer confianças, reforçar os pontos fortes, identificar trilhas de crescimento do profissional e colocar de forma fácil para o entendimento e a preparação de seu plano.

treffendes Feedback muss man weder verpacken noch begründen. In der Regel sind Klienten dankbar, wenn jemand auf den Punkt formuliert, solange er empathisch nah am Klienten dranbleibt.

Como coach, agregaría un enfoque centrado en la promoción de un diálogo abierto y colaborativo para fortalecer la relación entre el cliente y el coach. Podría incluir una pregunta adicional que invite a reflexionar sobre cómo mejorar la comunicación y la conexión entre ambas partes: Además de entender las razones detrás de la falta de aceptación del feedback, ¿considerarías explorar cómo podríamos mejorar nuestra comunicación y colaboración para garantizar que tus necesidades y expectativas sean comprendidas y abordadas de manera efectiva?

In my sessions, I frame feedback as a catalyst for advancement, aligning it with the client's aspirations and principles. My role is to offer options, not directives — it's the client's journey, their choice to embrace the solutions that resonate. Praise and encouragement are my tools to bolster confidence; sharing my own story, a reminder that we're in this together. I'm more than a coach; I'm an ally on their path to success, presenting possibilities, not prescriptions.

You have to remind them about their dreams and what's important to them. Then, tell them how your advice can help them reach their goals. Let them know about all the good things that can happen if they listen to you. Use kind words to make them feel good and motivated. Share stories about your own challenges and how advice helped you. And, show them that you're their friend and you want the best for them. With your help, they can do amazing things!

Entre tantos os benefícios de bons relacionamentos corporativos, um dos melhores é o que nosso time cresce como profissionais, o sentimento de que alguém de sua equipe chegou em níveis mais estratégicos, em desafios level C, na empresa ou outro lugar é uma recompensa para quem o liderou. Apesar de ser um sentimento único, muitas vezes você notará que o profissional não vai reconhecer seu cuidado, seu apoio, seu esforço, então fique feliz pelo crescimento e vamos em frente.

Tornar-se um coach do seu time é um desafio bem grande, haja vista o dia a dia que lhe toma muito tempo na empresa. Encontrei no processo a possibilidade de levar o profissional comigo em muitas reuniões, decisões, apresentações, para que ele possa continuar aprendendo e evoluindo como profissional. Este fato de levar o profissional, muitas vezes não é possível, mas quando não o for, você será informado. O melhor é quando este profissional esta com você e existe a possibilidade de colocar ele para responder algo (desde que vc já saiba que ele consegue) que esta sendo discutido, colocando e defendendo sua opinião. Depois da reunião é um ótimo momento para conversar sobre postura, forma, caminhos, acertos, aprimoramento, etc.

As we journey together, my support continues long after the feedback has been shared. I keep an eye on progress, ready with a high-five for their victories and a nudge in the right direction when needed. Celebrating every milestone, we tackle hurdles side by side. It’s a two-way street; I welcome their thoughts on my coaching style and feedback, fine-tuning my approach to fit their growth. This is about trust, support, and a shared commitment to their success. My door’s always open, and our partnership is a dynamic dance of progress and perseverance.

If feedback rejection persists, incorporating a mental health tech platform could be a strategic move. These platforms offer AI-driven assessments and connect clients with tailored mental health resources, bridging the gap before professional intervention is possible. This approach ensures continuous support and might reveal underlying issues more quickly, allowing for a more nuanced understanding and timely professional referral.

La relation de confiance et l'esprit de collaboration peuvent parfois ne pas s'installer entre le client et le coach. Si elles renvoient à des effets miroirs devenus infranchissables, il est alors sain de mettre ces obstacles au coaching en évidence et de proposer au client de poursuivre son accompagnement avec un autre confrère. Il se peut aussi que la problématique abordée par le sujet initial dévoile finalement un champ qui n'est pas celui du coaching mais concerne la thérapie, auquel cas le coach recommandera le recours à un thérapeute pour accompagner le client.

Natürlich bin ich in meiner Arbeit als Coach davon überzeugt, dass professionelle Hilfe von außen - sei es durch MediatorInnen, Coaches, neutralen Beraterinnen - hilfreich ist, um Konflikte zu vermeiden. Empathische Führungskräfte mit guten Kommunikationsfähigkeiten, die aktiv Zuhören und wertschätzend Nachfragen können, gelingt es aber genauso professionelles Feedback zu geben. Nach ethischen Grundlagen zu arbeiten, setze ich hier voraus.

Selbst erfahrene Coaches wissen, dass diese Profession immer weiterentwickelt werden kann. Für mich persönlich ist das ein Hauptgrund, weshalb ich so gern Menschen mit Coaching begleite. Ich lerne von und mit jeder/m Coachee und achte zusätzlich darauf, regelmäßig mit MentorInnen und Coach SupervisorInnen zusammenzuarbeiten. Das ist meine Form von Berufsethik und Professionalität.

Use this experience as an opportunity for growth and learning. Reflect on what worked well and what could be improved in your approach to giving feedback. Continuously seek to enhance your communication and coaching skills.

Setting proper expectations before feedback is provided is vital to stay on the same page as mentees and prevent unexpected lashings out on their part. If you've had pushback in the past, learn from these incidents and ensure you are continually developing your processes accordingly.

I agree that feedback is a learning moment that can be used to grow. So if feedback was not well taken, and I understand why and have taken the time to learn and reframe, it will make me a better coach the next time.

Take into account the individual's personality, communication style, and cultural background when delivering feedback. Tailoring your approach to suit their preferences can increase the likelihood of it being well-received. Additionally, be open to receiving feedback yourself and fostering a culture of constructive communication within the organization.

Clarify & Reframe: "Feedback resistance? Clarify intent & reframe delivery. Ensure feedback is constructive & actionable." Open Dialogue: "Open dialogue is key! Encourage open communication & explore why the feedback wasn't received well." Remember, effective communication is key in business coaching.

When faced with a situation where feedback is not well-received, our first step is to conduct a thorough analysis to understand the underlying reasons. Whether working with an employee to enhance performance, assist with career growth, or collaborating with an established manager or entrepreneur, individuals are more likely to embrace feedback if they feel truly heard. Additionally, one of the key challenges for clients, and at times for coaches, is grasping the essence of the coach's role. I have observed that there is often confusion between coaching, accountability partnerships, and consulting. it is important to reaffirm and clarify the goals and boundaries of the coach-client relationship.

O apoio do RH é sempre muito importante, pois podemos em casos de feedbacks mais complexos, buscar apoio externo e o RH conhecedor dos caminhos, poderá ofertar o profissional mais adequado para lidar com a situação. Já vivenciei esta situação e um coach com determinada habilidade foi contratado para apoiar o profissional e isso ajudou muito no processo.

You listen. You ask question. Lots of them if needed. One cannot convince someone of a certain point when the other person is not willing to see, to feel it. Sometimes it needs more time, another approach. Or the person needs more time to process the new idea that was presented. Always stay calm and be understanding of the other persons reaction.