Comment aborderiez-vous le coaching d’un membre de l’équipe de vente qui résiste aux commentaires ?

Humans don't like change. We love our confort zone. We also love our Ego...it's what tells us we are great, keeps us safe, and tries to ensure we hold our status in society. Feedback attacks both those things - comfort zone and ego. Its really tough for humans to take feedback. Even when someone says they like it, it still triggeres something inside (they are just better at ignoring that auto response). There are two keys to reducing resistance to feedback. 1 - Hire people who have an open and curious mindset, above all others. 2 - Set the right expectation in the beginning, and often, about feedback being given as a way to help them win (not as a way to try control and dictate). Again...remember...humans dislike change.

One-on-One Meetings: Schedule regular one-on-one meetings. Active Listening: Show genuine interest in their perspective. Ask Questions: Use open-ended questions to understand their resistance. Identify Fears: Determine if fear of failure, change, or judgment is the issue. Consistency: Be predictable in behavior and feedback.

Para lidar com um membro da equipe de vendas que resiste ao feedback, acho essencial construir um relacionamento de confiança. Mostre empatia, entendendo as dificuldades e preocupações dele, e crie um ambiente onde ele se sinta à vontade para falar. É importante entender por que ele resiste ao feedback. Pode ser medo de críticas, experiências ruins anteriores ou não entender o propósito do feedback. Ouvir ativamente e validar suas preocupações ajudam muito.

Escuchar su punto de vista es importante. Normalmente los vendedores gozan de cierta libertad en sus horarios y piensan que al entregar reportes van a estar monitoreados todo el tiempo. Déjale saber que no van a cambiar esas condiciones pero es necesario conocer el feedback con sus clientes.

Effective coaching begins by identifying the underlying reasons behind a team member's resistance to feedback. Fear of change, lack of confidence, or differing perspectives are all potential contributors. Approach these situations with empathy and curiosity, fostering open and non-confrontational discussions to uncover the root cause. This may involve inquiring about past experiences with feedback, current workload, or concerns about suggested changes. By actively listening and understanding their perspective, you can tailor your coaching to address their specific needs and create a more receptive environment for future feedback.

Trust is the bedrock of any successful coaching relationship, especially when working with team members resistant to feedback. It is built through consistent and genuine interactions that demonstrate your sincere interest in their professional growth and well-being. Transparency is key – clearly communicate your intentions and the benefits of the feedback process. Acknowledge their contributions, respect their expertise, and actively listen to their viewpoints. Maintaining confidentiality and fulfilling promises further strengthens trust. When team members feel valued and respected, they are more likely to be receptive to feedback and engage openly in the process.

To coach a sales team member who resists feedback, focus on building trust first. Start with an open chat to understand their point of view and concerns. Show empathy and really listen. Give feedback in a supportive way, pointing out their strengths and areas to improve. Use specific examples and offer practical tips. Keep the conversation positive and stress that you're there to help them succeed. By building trust and showing you care about their growth, they'll be more open to feedback.

Para construir confiança, comecei por criar um ambiente onde ele se sentisse seguro para compartilhar suas opiniões e preocupações. Reconheci abertamente suas contribuições para a equipe e enfatizei seus pontos fortes durante nossas interações. Em uma situação específica, trabalhei com um membro da equipe que demonstrava hesitação em receber críticas. Investi tempo em mostrar apreço genuíno por suas habilidades e contribuições únicas para o projeto. Acho válido passar que construir confiança é um processo crucial ao trabalhar com pessoas que são resistentes ao feedback. Em uma experiência marcante, encontrei um colega de equipe que inicialmente mostrava desconfiança em relação a críticas.

Setting clear and achievable goals is essential for guiding resistant team members through the feedback process. Goals provide direction and purpose, aligning individual efforts with broader organizational objectives. Involve team members in goal-setting to foster a sense of ownership and commitment. Ensure the goals are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound). This approach clarifies expectations, creates a framework for tracking progress, and allows for celebrating successes. Regularly revisit and adjust goals based on feedback and performance to maintain motivation and ensure continuous improvement.

Contextualizing feedback helps team members understand the bigger picture and the rationale behind suggestions. Without context, feedback can feel arbitrary or personal, leading to further resistance. Explain how their role and performance impact the team and the organization as a whole. Utilize specific examples and data to illustrate your points, making the feedback more concrete and relatable. Link the feedback to company goals, customer satisfaction, or market trends to increase its significance. Additionally, demonstrate how the feedback aligns with their personal career aspirations to enhance their buy-in and motivation.

Encouraging self-reflection is a powerful tool for helping team members internalize feedback and take ownership of their development. Self-reflection prompts individuals to critically assess their performance, identify areas for improvement, and develop their own strategies for growth. Ask open-ended questions that guide them to analyze their actions and outcomes, such as "What do you think went well?" or "What could you have done differently?" Providing opportunities to share reflections in a supportive environment fosters a culture of continuous learning. By empowering them to evaluate themselves, you equip them with the skills necessary for self-directed growth, making them more receptive to external feedback in the future.

Self reflection is self feedback. Try 5 minute daily self reflections, with team mates asking themselves "What's gone well today?", "What was tricky today?", "What have I learned today?". 5 minutes per day totals 1.25 days per year of self reflection. It was raise self awareness and unlock a myriad of other skills.

I found it helpful to start by asking what they have done well and what they are proud of. Make sure to acknowledge it. Then, ask what they could have done differently. It's essential to have them self-reflect on both the wins and the learnings. You will notice that some people are overly positive or overly negative about their performance. That's your opportunity to counterbalance if needed.

When you see your salesperson act on the feedback, give positive affirmation, even if it is only a minor improvement. This will show that you care and notice and ultimately motivate them to try even more.

Follow-up is crucial for reinforcing the feedback process and achieving sustainable improvement. Schedule regular check-ins after the initial feedback session to review progress, address challenges, and offer additional support. This demonstrates your commitment to their development and underscores that feedback is an ongoing conversation. Celebrate achievements, no matter how small, and adjust goals if necessary. Providing continuous feedback and encouragement maintains momentum and keeps the team member engaged in their growth journey. These follow-up sessions can also serve as a platform for further coaching and mentoring, solidifying the trust and rapport built earlier.

Take your colleague out for a "coffee of truth" asking them where you're good, bad and how you make them feel. Opening yourself up to feedback demonstrates courage inspires them to open themselves up to feedback. Watching your response to feedback lets them know, it's OK. Feedback is ultimately a tool to help us become even better, and that's the message to get across.