Vous coachez un cadre supérieur confronté à des luttes de pouvoir. Comment pouvez-vous surmonter leur résistance au feedback ?

To be honest, I don't believe I can build trust with everybody. Chemistry match sometimes, and sometimes not. I can try to trust others because it's controllable but I cannot make others to trust me. However, I always approach my coaching conversation with three key attitudes; (1) Be authentic, (2) Care/Empathy, and (3) Be candid. Be candid is crucial. I tell my coachee why I approach them candidly because I care about them.

Como superar essa resistência? Criar um ambiente seguro e de confiança: Demonstrar respeito e admiração pelo executivo, reconhecendo suas conquistas e experiência. Enfatizar os benefícios do feedback: Explicar que o feedback visa o aprimoramento individual e profissional, não a crítica pessoal. Focar em comportamentos específicos: Evitar generalizações e fornecer exemplos concretos de comportamentos que podem ser aprimorados.

Trust is the bedrock of growth. By fostering an environment where openness and honesty thrive, we create space for genuine dialogue and mutual respect. It's not just about giving feedback but also about showing that we genuinely care about their success and well-being.

Senior executives often encounter power struggles that can make accepting feedback difficult. Resistance to feedback is a common challenge, especially among those in high-level positions who may find it hard to acknowledge their own limitations or vulnerabilities. Overcoming this resistance is crucial for personal and professional growth and for effectively resolving power conflicts. Overcoming resistance to feedback in senior executives requires a thoughtful approach that combines trust, personalization, involvement, assertive communication, and a focus on benefits. By implementing these strategies, it is possible to create an environment where feedback is viewed as an opportunity for growth rather than criticism, promoting a leadership.

To overcome a senior executive's resistance to feedback, reframing their perspective is key. 🔄 Start by emphasizing that feedback is not about criticism but an opportunity for growth and improvement. 🌱 Use examples of successful leaders who embraced feedback to achieve greater success. 🌟 Frame feedback as a strategic tool that enhances their leadership effectiveness and team collaboration. 💼 Humor can lighten the mood: "Even superheroes have sidekicks who keep them on track!" 😄 Encourage them to see feedback as a pathway to achieving their goals and maintaining their competitive edge in the fast-paced corporate world.

Sometimes, the most profound shifts come from seeing things differently. Helping senior executives view feedback not as criticism but as a pathway to excellence transforms resistance into eagerness for growth. It's about reframing challenges into opportunities for personal and professional advancement.

Understanding what triggers resistance to feedback is key. By pinpointing these triggers, we can address underlying concerns effectively, paving the way for constructive dialogue and meaningful change.

Mastery comes with practice. Equipping senior executives with the skills to receive and apply feedback gracefully enhances their leadership journey. It's about honing the ability to listen actively, reflect deeply, and act decisively.

Goals should be SMART - but also come from the senior executive. You are there as a coach to assist, provoke thought and ideas - but not to tell the executive what goals to set. A goal is most powerful if it created by, and has full 'buy in' from the individually who's goal it is.

Action plan and goals must come from coachee but not from coach. It does not matter how senior they are. ideas came from internally is more powerful. Let them think and wait until they come up ideas even though they don't know really what they should do. No spoon feeding.

Clear goals ignite motivation. By setting actionable steps derived from feedback, we empower senior executives to make tangible progress. It's about turning insights into action, driving continuous improvement and achieving meaningful outcomes.

Growth isn't always linear. Encouraging resilience in the face of setbacks cultivates strength and endurance. It's about bouncing back stronger, learning from every experience, and embracing the journey towards becoming the best version of oneself.

Só há uma maneira eficaz de você motivar um executivo senior a uma reflexão madura e construtiva, fazendo-o cair na realidade. Quando o cidadão vê grana caindo na sua conta, seus arroubos sendo ignorados, e ainda confunde a tolerância de colegas do andar de cima com fraqueza, ele se sente encorajado a continuar o seu delírio de última bolachinha do pacote. Disputas de poder são comuns até entre animais. Não é este o centro do problema. A questão é que como humanos, devemos praticar a disputa de poder com inteligência e entregando diferenciais que dão autoridade e reputação para avançar em frente e assumir as cadeiras mais cobiçadas do mundo corporativo. O grande desafio de um mentor é mostrar isso ao seu pupilo.

Senior Executives know what they must do already. They have good experience and learned from past failures. I usually start listening to them carefully. I will let them talk even their emotional struggles (of course, it needs to build enough trusted relationship before they share such feeling...) I don't give advice to them but I would rather ask their past similar experience and how they overcame. Again, they know what they must do. I will just help them to remind their experience through questions.

Engaging in active listening is a crucial strategy when coaching a senior executive resistant to feedback. This approach involves fully concentrating, understanding, responding, and then remembering what is being said. Active listening goes beyond just hearing words; it requires the coach to genuinely engage with the executive's perspective, demonstrating empathy and validation. By allowing the executive to voice their thoughts and concerns without interruption, the coach creates a space where the executive feels heard and understood, reducing defensiveness and fostering openness.

We live in a judgmental world, and feedback perceived as judgment will be met with resistance, so it is essential to create a context for how the person will hear the feedback. Creating how we listen is a powerful tool for every leader to embrace. Much of the time, people listen through various created "filters", the most common of which is the "I already know." or "I know more than you." this closed listening means that only some of what is being said is received or that the meaning of what is being said is created differently in the mind of the listener. Creating the listeners' listening to be open and receptive before delivering feedback will change how it is received.

Practice Aikido. A modern Japanese martial art developed b early 20th century. It focuses on using an opponent's energy and movements against them rather than relying on brute force. The principles of Aikido emphasize harmony, fluid motion, and the redirection of attacks to neutralize aggression. It is not only a physical practice but also a philosophy of peaceful conflict resolution and self-improvement. This approach involves staying calm, listening actively, and redirecting negative energy constructively. By acknowledging others' perspectives and responding with empathy, you can defuse tension and foster a more collaborative environment. This technique helps maintain balance and overcome resistance.