Coaching a resistant team member. How do you navigate power dynamics effectively?

In my experience, listening deeply helps reduce barriers. It's not only listening to what is being said but also the body language, emotions, common phrases being repeated. It uncovers the individual's needs, values and beliefs. And once you understand the same it's equally important to withhold judgement. Each individual is unique and so is their worldview. It may be absolutely different from yours or even something you disagree with. Accepting their worldview without judgement helps bridge the gap in your respective positions. It helps you move forward.

Give them space, and listen to what they have to say. Coaching can not be pushed, it can only be offered to the one who seeks help. So, establish a safe space, and totally leave the decision to the individual.

Resistance often stems from fear, uncertainty, or feeling unheard. Take time to genuinely listen and understand the cause of their resistance. Remember, their perspective is their reality, even if you disagree. Ask open-ended questions to uncover their concerns and motivations.

I believe, resistance is common and a natural response for any change initiative. Empathy plays a very important role to help individuals navigate. This skill helps us to build and foster trust. Once the trust is established there is space to express and when there is space to express we understand the cause. There lies the key to change from both the coach and the receiver. It’s all about creating psychological safe environments.

Trust is the foundation of any coaching relationship. Be consistent, reliable, and transparent in your interactions. Share your own vulnerabilities and mistakes to show you're human too. Trust isn't built overnight, so be patient and persistent in your efforts to connect.

Use your spidey wisdom and remember that, "With great power comes great responsibility." If you try to wield power with resistant co-workers, it usually leads to more resistence. Instead, try to use your influence to foster collaboration and growth. Rather than exerting control, empower the team member to explore solutions and take ownership of their development. Create a safe space for open dialogue rather than dictating demands. By using your influence to support rather than dominate, you're more likely to lead resistant team members toward positive outcomes.

Instead of relying on positional power, focus on building personal influence. Demonstrate expertise, show genuine care for their success, and consistently deliver value. People are more likely to follow those they respect and believe have their best interests at heart.

Make it clear that your role is to support their growth, not to criticize or judge. Offer resources, guidance, and opportunities for development. Sometimes, simply knowing someone has their back can transform resistance into openness.

Acknowledge the power dynamic openly but emphasize collaboration. Use "we" language to create a sense of partnership. Be mindful of how you use your authority and always with the intent to support.

In my opinion, providing support and encouragement to resistant team members is equally critical and a delicate balance, depending on *why* they are feeling resistant. Genuine support and encouragement can help the whole team create a contagious sense of motivation, inspiration, and empowerment. Helping resistant team members overcome their resistant mindset and contribute to the team in a meaningful way is an incredibly rewarding feeling. Recognition, gratitude and appreciation of the team efforts reinforces the values and purpose alignment achieved at the outset and fosters a sense of teamwork that is hard to deny and resist.

Como gestora, ao lidar com um membro da equipe resistente, foquei em criar um ambiente seguro, empático e humanizado. Iniciei uma conversa aberta e acolhedora para entender suas preocupações e pontos de vista, demonstrando empatia genuína em relação aos desafios que enfrentavam. Envolvei-os ativamente no processo de desenvolvimento, incentivando sua participação e colaboração na identificação de soluções. Mantive um diálogo contínuo baseado em feedback construtivo, celebrando seus progressos e oferecendo suporte para superar obstáculos. Essa abordagem não apenas fortaleceu nossa relação de confiança, mas também facilitou um crescimento profissional significativo dentro da equipe.

Get to know them. Learn why they are resistant. In one instance, I had a veteran employee who was within four years of retirement. When I learned about their career, I learned that they had been laid off when they were 28 and it was a horrible experience. Nearly 30-35 years prior they had been laid off and that made them continue to not trust leadership. Often it has nothing to do with yourself. Just take the time to listen and care about them. Learn about their experience and that starts to help build trust.