One thing I found helpful is to have an inclusive process of decision-making as it relates to their role and contribution to projects I usually consider a one-on-one occasionally when needed to foster a blend. One-on-one creates room for vulnerability that comes from kindness and concern for personal issues or goals

Begin by affirming the value that the team member brings to the team. This sets a positive tone and makes it clear that the feedback is meant to support their growth and the team’s overall success. It’s crucial to ensure that the feedback is framed within the context of constructive development rather than criticism. Rather than focusing on the resistance, emphasize the importance of open communication and continuous improvement. Highlight that feedback, especially regarding communication, is a natural and necessary part of professional growth. Explain that effective communication is foundational not only for individual success but also for the team's collective achievements.

At a fundamental level, people just want to be understood. If a colleague is resisting feedback, be open to the idea that you may not have the full picture, meaning the feedback isn't 100% on point. Say something like: "I may not have all the background info, would you mind sharing how you see this situation?" Then actively listen before responding. Hear him/her out before interjecting. Concede points as necessary. Afterwards, if you think your feedback is still valid, focus on what kind of actions would be great to see going forward, rather than lingering on past mishaps. In a sentence: Be hard on issues but soft on people.

Creating a feedback loop that feels more like a conversation than a critique can make all the difference. I have found that adding a touch of humor or a shared experience can break the ice, making feedback more relatable and easier to accept.

When a team member resists feedback, approach with empathy and clear strategies: Build Trust: Ensure feedback is consistent, objective, and focused on behaviors, not personalities. Use Specific Examples: Make feedback tangible and actionable by illustrating points with real examples. Foster Dialogue: Create a two-way conversation where the team member can express their perspective, leading to mutual understanding and improvement. Your Turn: How have you managed resistance to feedback in your team? Share your experiences and strategies.