You're dealing with a defensive team member. How can you effectively provide feedback?
Dealing with a defensive colleague can be challenging, especially when you need to provide feedback. Here's how to approach the situation:
- Approach with empathy, acknowledging their feelings before diving into feedback.
- Be specific and objective, focusing on behaviors and outcomes rather than personal traits.
- Encourage a two-way dialogue, allowing them space to share their perspective and concerns.
How do you handle providing feedback to someone who may not take it well? Share your strategies.
You're dealing with a defensive team member. How can you effectively provide feedback?
Dealing with a defensive colleague can be challenging, especially when you need to provide feedback. Here's how to approach the situation:
- Approach with empathy, acknowledging their feelings before diving into feedback.
- Be specific and objective, focusing on behaviors and outcomes rather than personal traits.
- Encourage a two-way dialogue, allowing them space to share their perspective and concerns.
How do you handle providing feedback to someone who may not take it well? Share your strategies.
-
To provide feedback to a defensive team member, start by creating a safe and non-judgmental environment. Use "I" statements instead of "You" to avoid sounding accusatory, e.g., “I noticed…” rather than “You always…”. Focus on specific behaviors, not personality traits, and highlight the impact of their actions on the team or outcomes. Balance your feedback with positive reinforcement, recognizing their strengths to build trust. Invite their perspective with open-ended questions like, “What’s your view on this?”. Stay calm, patient, and solution-focused, emphasizing collaboration, e.g., “How can we work on this together?”. This approach minimizes defensiveness and promotes growth.
-
Como engenheiro de manutenção de via permanente e Lean Six Sigma Green Belt, você combina habilidades técnicas e de liderança para promover melhorias contínuas. Ao lidar com um membro defensivo, é essencial usar ferramentas como o DMAIC e focar em feedback construtivo. Construa confiança com comunicação aberta, empatia e reconhecimento. Baseie-se em dados para definir, medir, analisar e melhorar. Seja específico, focando em comportamentos, não em pessoas, e ofereça soluções claras. Defina metas, prazos e acompanhe o progresso, adaptando sua abordagem e criando um ambiente seguro. Assim, promove-se o crescimento individual e o fortalecimento da equipe. #LeanSixSigma #GestãoDeEquipes #DMAIC #TrabalhoEmEquipe #GestãoDePessoas
-
When providing feedback to a defensive team member, start by creating a supportive environment. Choose a private setting where they feel safe to express their thoughts. Begin the conversation with positive reinforcement by acknowledging their strengths and contributions. This helps to build rapport and reduces defensiveness. Next, focus on specific behaviors rather than personal attributes. Use "I" statements to express how their actions impact the team or project, such as, “I noticed that deadlines were missed, which affected our progress.” Encourage open dialogue by asking for their perspective and listening actively. This shows that you value their input and fosters a collaborative atmosphere.
-
Focus on Behaviors, Not Personality: Highlight specific actions and their impact, avoiding personal judgments. Invite Dialogue: Ask for their perspective and make it a two-way conversation to reduce defensiveness.