How do you navigate a situation where a team member is resistant to feedback and suggestions from others?

Active listening is a key skill needed to resolve conflicts. You need to hold a private meeting, talk to the involved people, and understand their concerns and why they are defensive. Ask them how they would handle the situation if they were in your position. Try to explain that it may be a misunderstanding. This helps build a trusting relationship between you and your team members.

When a team member is resistant to feedback, approach the situation with empathy and aim to build trust. Clearly and specifically articulate the feedback, focusing on behaviors and their impact rather than personal traits. Encourage open dialogue by listening to their perspective and provide support to help them improve.

Comprendre: Discuter en privé pour cerner les raisons de la résistance. Communiquer: Favoriser un dialogue ouvert et respectueux, en valorisant les contributions de chacun. Se focaliser: Se concentrer sur les faits, les objectifs et les solutions constructives. Flexibilité: Adopter une approche flexible et collaborative, ouverte aux compromis et à la participation collective.

Navigating a situation where a team member is resistant to feedback requires understanding the root cause of their resistance: Understand Resistance: Recognize that past experiences, lack of confidence, or misunderstandings may contribute to their defensiveness. Empathetic Approach: Approach the conversation with empathy and patience. Active Listening: Listen actively to their concerns and try to see the situation from their perspective. Build Trust: Use this understanding to build trust and open the door to more effective communication. By addressing the underlying issues, you can foster a more receptive environment for feedback.

Take time to understand why the team member may be resistant to feedback. Establish a trusting relationship by demonstrating empathy and respect. Use Constructive Feedback Techniques Provide Clear Examples and Solutions Encourage Self-Assessment Follow Up and Support By approaching the situation with empathy, patience, and a focus on mutual growth, leaders can often help team members overcome resistance to feedback and foster a more collaborative and supportive team environment.

Encouraging self-reflection is a wise investment in your team's growth! By guiding them to introspect and assess their own work and behavior, you empower them to take ownership of their development. Open-ended questions spark a journey of self-discovery, leading to a deeper understanding of their strengths and areas for improvement. This introspective approach fosters a growth mindset, motivation, and a personal commitment to growth. As team members recognize their own potential and opportunities for growth, they become more engaged, motivated, and inspired to excel. Self-reflection unlocks their inner drive, leading to meaningful changes that benefit the individual and the team as a whole!

Normaliser le feedback, avec ou sans lien de subordination, me paraît primordial pour plusieurs raisons : 1. Cela permet à chacun de se saisir des éléments de réflexion sur les tenants et aboutissants du travail fourni. 2. Cela crée du lien humain, favorise l’interaction et évite les sillons. Chaque partie en sortira grandie. 3. Cela cadre la compréhension de chaque sujet traité, et à terme, les choix stratégiques que prend le service (ou plus globalement l’entreprise), fédérant ainsi les équipes autour d’un même projet commun.