When dealing with a team member resistant to feedback, it’s easy to feel frustration or concern. But remember, resistance comes from thought—often from fear or misunderstanding. Instead of pushing harder, try to listen deeply and understand where they’re coming from. When we approach others with openness and curiosity, rather than judgment, resistance often softens. True leadership is about creating a safe space where people feel heard and valued. In that space, feedback becomes less about correction and more about growth, and resistance fades away.

En mi camino como emprendedor he intentado diferentes técnicas para no verme como el jefe que sencillamente manda y sus empleados cumplen, esto me ha hecho adoptar diferentes técnicas que pueden funcionar cuando un compañero es obstinado; lo primero es mostrarle mediante el ejemplo y no hay nada mejor que te vea hacerlo, una vez tu compañero ve que se puede hacer de una mejor manera, seguramente adoptara el cambio sin mayor resistencia.

Navigating a resistant team member can be a significant leadership challenge. From my experience, addressing this involves fostering an open dialogue and understanding the root of their resistance. In one instance, I found that framing feedback as a collaborative opportunity rather than criticism significantly improved receptiveness. This approach not only helped in gaining their trust but also led to a more productive and harmonious team environment. Emphasizing shared goals and mutual respect can transform resistance into a growth opportunity for both the individual and the team.

When dealing with a resistant team member, a leader's role in suggesting alternative opportunities is crucial. By using motivational interviewing skills, the leader can learn more about the team member's thoughts and desires. Typically, those resistant to feedback will have a response for every point and be defensive to every question. Therefore, the leader should ask curious questions such as "What would be a win for you?" and "What would you like to see happen?" Despite the team members' responses, the leader guides the discussion so that the team member can get what they want. If their wants are outside of the agencies' purview, the leader should suggest other opportunities for the team member, even if it is with another agency.

To be heard by providing feedback, it is important to create a trusting atmosphere. I have a couple of life hacks: - Before any meetings, send the agenda - Start any meetings with a positive attitude, with humor - it allows everyone to relax - When it’s necessary to discuss something difficult or a failure, use the pronoun “we”, when it’s necessary to congratulate on a victory or success - “you” - When discussing a failure, try to focus your teammate's thoughts on what opportunity it gives us or what new things we learned. When discussing difficult situations, focus on actions, not on people (their qualities) Discuss difficult moments individually.