Como você fornece feedback construtivo a um colega que é resistente à mudança?

Usually, resistance to change is not just about rejecting the new but also stems from a sense of insecurity. I’ve noticed that when giving feedback, people often resist because receiving criticism is uncomfortable. Instead of imposing changes unilaterally, it’s essential to understand their underlying concerns and fears, such as worries about not measuring up or feeling unprepared for their role. It’s our job to create a safe space for these concerns to be voiced. Providing support and clear guidance during the growth process helps turn resistance into an opportunity for development. By offering ongoing support, visibility, and articulation, we can foster effective collaboration and work together to improve.

Effective interpersonal skills involve recognizing that resistance to change often stems from fear or discomfort, and by understanding and addressing these underlying concerns with empathy and support, you can foster a more receptive and constructive dialogue.

To provide constructive feedback to a change-resistant colleague, start by acknowledging their expertise and contributions. Frame the feedback positively, focusing on how the change benefits the team and their role. Use specific examples to illustrate potential improvements, avoiding vague criticism. Engage in a dialogue, asking for their perspective and addressing their concerns empathetically. Encourage incremental steps rather than overwhelming them with a full-scale change. Offer support and be patient, showing appreciation for their efforts to adapt. Reinforce that your goal is to support their growth and the team's success.

Providing feedback in a private, distraction-free setting at an appropriate time fosters openness, reduces defensiveness, and supports your colleague's growth within the team.

Feedback should be positioned in a way that is constructive, supportive, and reinforced with key results to assess one’s improvement (or lack thereof). I do this by: 1. Ensuring privacy and timeliness when delivering feedback (don’t present it in a crowd or 1 week later). 2. Write your feedback out, and practice it with empathy in mind to ensure your tone & delivery are proper. (No one wants to be lost in receiving feedback or be talked at in a negative way). 3. Align the feedback to the impact on the team or project (make it relevant). 4. Pause and allow the recipient to receive and even respond to feedback. 5. Offer to help chart actions to address feedback and include reassessment timelines. (Leadership loves accountability)

Setting Clear Expectations: Clearly outline what needs to be done. Offering Support: Show that you’re willing to help. “If you need any tools or resources to complete this task, let me know. Monitoring Progress: Keep track of improvements and provide feedback.

- Focus on Behavior, Not Personality - Use Clear Examples - Be Supportive - Encourage Dialogue By delivering clear and conscious feedback, the recipient understands that the feedback is supportive rather than critical.

1. Encourage others to share their perspective and listen actively to their responses. 2. Ask open-ended questions to facilitate discussion and clarify any misunderstandings. (ex. How do you feel about the changes we're discussing?) The goal is to reach a mutual understanding and work together towards positive change.

When providing constructive feedback to a colleague, I believe it's important to promote a two-way communication dynamic where both parties feel valued, heard, and respected. I make a conscious effort to show genuine interest in their thoughts and opinions, actively listening to their perspective and engaging in a meaningful discourse. Doing this helped me create a safe and supportive space where feedback is viewed as an opportunity for growth and improvement, rather than criticism. This approach has enabled me to build trust and understanding with my team, working more effectively together and promoting a culture where feedback is seen as a valuable tool for learning and development.

Asking for Input: Start by asking the other person for their perspective. Encourage Questions: Invite them to ask questions about the feedback. Active Listening: Show that you are listening by nodding, maintaining eye contact, and summarizing their points. “I hear you saying that the timeline was challenging.

When individuals are resistant to change, they may feel overwhelmed by the prospect of it, so offering your support can make a significant difference. Whether through providing resources, mentoring, or simply being available to answer questions, your assistance can help make the transition smoother. By emphasizing the benefits of adapting to change and how it can lead to personal and professional growth, your encouragement can serve as a powerful motivator for them to embrace the new opportunities ahead.

1. Offer Reassurance 2. Highlight the Benefits 3. Encourage Small Steps 4. Lead by Example 5. Be Available to Listen and Answer Questions

Adjust Goals as Needed: Be flexible and adjust goals based on progress and feedback. Encourage Self-Reflection: Ask them to reflect on their progress. Acknowledge Improvements: Recognize and praise any positive changes.