En mi experiencia liderando equipos de trabajo, una de las tareas más difíciles es dar un feedback, sin afectar la motivación y el compromiso de las personas. Por ello siempre recomiendo buscar la forma de conectar con cada una de las personas del equipo y darle la confianza necesaria para que puedan gestionar su trabajo y cometer errores. Además, de dejar un canal de comunicación abierto para que ellos puedan expresar sus inconformidades. También es importante que muestres humildad y que reconozcas tus errores frente al equipo, así ellos podrán empatizar contigo. Siempre deja claro que cada sugerencia o corrección que hagas, es respecto al trabajo y que no hay ningún motivo personal. 😁👍

To navigate personal feedback with a defensive team member during content review, approach the conversation with empathy and clarity. Start by acknowledging their hard work and contributions to create a positive tone. Frame feedback as constructive, focusing on how improvements align with the project’s goals rather than personal critique. Use specific examples and suggest actionable solutions, emphasizing collaboration. Encourage open dialogue, giving them space to express their thoughts and concerns. By maintaining a respectful and supportive environment, you can foster openness, reduce defensiveness, and work together towards stronger content outcomes.

To navigate personal feedback effectively, start by creating a supportive and respectful environment. Listen actively and acknowledge the other person's perspective without interrupting. Frame feedback as constructive by focusing on behaviors and outcomes rather than personal traits. Use "I" statements to avoid sounding accusatory, and offer actionable suggestions for improvement. Balance critique with positive reinforcement to motivate change. Encourage open dialogue and remain empathetic, ensuring the conversation stays collaborative and solution-oriented.

In my 4 years in content creation and marketing, I’ve learned that feedback is most effective when it feels collaborative. If a team member gets defensive during a review, I start by acknowledging what’s working. Then, I shift the conversation to a partnership—asking, 'How can we make this even better together?' This turns feedback into a shared goal, making it less personal and more about improving the work as a team.

How the top leaders turn personal feedback into positive outcomes (3 easy steps): (1) Prepare with purpose Start by understanding the goals of the conversation and the person’s needs. (2) Focus on growth Frame feedback in a way that highlights opportunities for improvement, not just problems. (3) Follow up Ensure consistent communication and check-ins to track progress and provide support. People respond best to feedback when they feel supported and empowered.