Your team member is resistant to feedback. How can you ensure project success despite their resistance?
When faced with a team member resistant to feedback, maintaining project success is still within reach. To navigate this challenge:
- Approach the conversation with empathy, aiming to understand their perspective.
- Set clear expectations for roles and outcomes, emphasizing the importance of feedback for growth.
- Provide constructive criticism in a private setting, focusing on specific behaviors rather than personal traits.
How do you handle feedback-resistant team members while keeping projects on track?
Your team member is resistant to feedback. How can you ensure project success despite their resistance?
When faced with a team member resistant to feedback, maintaining project success is still within reach. To navigate this challenge:
- Approach the conversation with empathy, aiming to understand their perspective.
- Set clear expectations for roles and outcomes, emphasizing the importance of feedback for growth.
- Provide constructive criticism in a private setting, focusing on specific behaviors rather than personal traits.
How do you handle feedback-resistant team members while keeping projects on track?
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Pour assurer le succès du projet malgré la réticence de ce collaborateur aux commentaires, il est important de : - Créer un bon cadre de communication (supprimer la barrière hiérarchique) - Déléguer plus de tâches - Faire un suivi des tâches confiées et valorisation les progrès pour renforcer sa confiance - Faire des propositions de solutions à la place des remarques négatives - ...
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Apesar de tanto se falar em Feedback e dos seus inúmeros benefícios para o processo de desenvolvimento, ainda há muita resistência em receber um Feedback, visto que ele gera a percepção de avaliação. Durante a minha vivencia como líder, uma prática que funcionava muito bem era utilizar a técnica SCI - Situação, Comportamento e Impacto. Este método consiste em trazer a situação ocorrida, sempre focando no comportamento e em qual foi o impacto que aquele comportamento gerou. O mais importante durante o feedback é trazer os exemplos concretos e focar no comportamento e não na pessoa. Além disso, é essencial que a conversa seja conduzida em local reservado e que haja uma escuta ativa com quem está recebendo o feedback.
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When a team member resists feedback, turn the conversation into a collaborative dialogue. Connect feedback to their growth and team goals, framing it as an opportunity, not correction. By aligning on shared objectives and emphasizing mutual success, you can transform resistance into engagement.
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Understanding team member's cause for resistance is critical for building a collaborative workplace. By understanding the root causes, such as personal worries or miscommunication, we can meet their needs and foster a more cohesive team culture. For the project to be successful, team members must have open communication with one another. To ensure the project's success, team members must maintain open communication and provide project support. Encouraging regular check-ins and giving a feedback platform may help alleviate worries and create trust among team members, ultimately leading to increased cooperation and efficiency.
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Open dialogue to understand why the team member is resisting . If concerns can be addressed and sorted, half of the work is done! There should be an open culture in the organization where the team members should be able to voice any concerns without any resistance . Still, if its an attitude issue- Need to understand the role criticality and manage accordingly and wait till the project is a success before taking any steps Task vs Relationship choice need to be prioritized
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