This may be a tough conversation. Highlight the team members strengths before going to areas of improvement, thereby gaining trust. Provide valid examples, ensuring that feedback is valid. Offer guidance and support to get your team member on track. Set up weekly feedback sessions.

To break through a team member's resistance to feedback, I’d first shift the focus from criticism to growth by framing feedback as a shared discussion about goals rather than a performance review. I’d start by asking open-ended questions to understand their perspective and any underlying concerns, which can reveal resistance points. Then, I’d use specific, evidence-based examples rather than general comments, making the feedback more relatable and less personal. By involving them in creating an actionable plan, I’d foster a sense of ownership and ensure they feel supported, not judged.

To break through these barriers, it is important to focus on making feedback less intimidating. One approach is to provide specific, actionable feedback that focuses on growth rather than shortcomings. Acknowledging small wins or improvements helps build a foundation of trust and makes feedback feel more like a partnership in development. Additionally, offering feedback in private, in a non-confrontational manner, can help reduce the anxiety around it. Creating a culture where feedback is seen as a tool for development can make all the difference.

Assessing a team member’s behavior style is the most effective way to navigate resistance to feedback. By understanding if they are naturally skeptical or trusting, you can tailor the conversation to resonate with their innate tendencies. Skeptical individuals, like me, may require evidence and logic, while trusting ones may respond better to affirmations and shared goals. This approach removes guesswork and builds trust as the insights are based on truths they’ve revealed about themselves. People are more likely to accept feedback when it reflects an accurate understanding of who they are. By using their own behavioral data, you can create a personalized, fact-based dialogue that fosters openness and minimizes defensiveness.

When a team member resists feedback, I focus on building a foundation of trust. I start by acknowledging their strengths and contributions to show I value their work. Feedback is always specific, framed as a shared goal, and paired with actionable steps. I also invite their perspective to create a two-way dialogue, making the process collaborative rather than directive. Offering support with resources or mentorship, also shows your investment in their success. These steps help turn feedback into an opportunity for growth rather than criticism.