Showing genuine interest in the leader’s growth and listening to their concerns creates openness. Combining this with actionable feedback, using specific examples, ensures clarity and direction. Encouraging self-reflection through open-ended questions helps them uncover growth opportunities on their own, making feedback more effective. Forcing feedback without understanding their perspective can lead to defensiveness and hinder progress. A collaborative, empathetic strategy works better for long-term growth. An example: A resistant leader who initially dismissed feedback. By focusing on trust and asking reflective questions, they recognized their blind spots and took ownership of their development, ultimately thriving in their role.

In my experience coaching emerging leaders, reframing feedback as a tool for growth has been a game-changer. Aligning it with their personal goals makes them more receptive. Storytelling has also worked wonders—sharing examples of others who turned challenges into successes inspires openness. Starting with their strengths builds trust and confidence before discussing areas for improvement. Finally, seeking feedback on my own leadership fosters mutual respect and a culture of collaboration. These approaches have helped me navigate resistance effectively.

Feedback and coaching don’t work on people who know better than you. Stop trying to explain things to people who are “resistant” and start doing this: Be curious. People love those who listen with curiosity. Quick reminder, most people don’t wake up and think “how can I make life hard for others” and many are happy to conform with whatever makes their life or job easier. If you have resistance, think of it as a gift that may just save you time. Ask them about their stance and really listen. You may surprised at what your emerging leaders think, or, you may be able to provide them with better information that they may not be tracking. Either way - open the dialogue awith curiosity instead of being challenging

After developing 1,000+ digital marketing leaders with highest graduate success rates: - Focus on wins first - we unlocked 70% more receptivity starting with strengths - Create skill-stretch opportunities not lectures - Use reverse mentoring to build confidence - Deploy real-time micro-feedback loops - Match challenges to hidden capabilities Pro tip: Resistance often masks untapped potential. Lead with trust, not authority.

Working with a resistant emerging leader can be challenging, but it’s also an opportunity to build trust and foster growth. Start by creating a safe space for dialogue—resistance often stems from fear or misunderstanding. Approach feedback with empathy, focusing on behaviors and their impact rather than personal traits. Use coaching to uncover their goals and align them with organizational objectives. Ask open-ended questions to encourage self-reflection and ownership of change. Patience and consistency are key—resistance doesn’t dissolve overnight, but with the right approach, it can transform into a willingness to learn and lead. How do you navigate resistance in emerging leaders? #Leadership #Coaching #Feedback