The classic "leader pushback" conundrum! It's like they say, "the higher you climb, the harder it can be to see your own blind spots." 🤔 Maybe try framing feedback as a "growth opportunity" or a "strategic advantage" instead of "areas for improvement." A little rephrasing can work wonders!

In every group, including leaders, there's always an alpha - the leader among the leaders. Identify the alpha and focus our efforts there. Take the alpha out for a nice lunch to create a relaxed and safe environment for conversation. The goal is to dig deep and understand their "real concerns". Often, resistance stems from fear of change or misunderstandings about the program's goals. Address these concerns head-on, validating their perspective while offering reassurance. Negotiation is key here. Be flexible and aim to meet in the middle. When the alpha starts to warm up to our ideas, the rest of the group will often follow suit. Show respect, engage empathetically, and built trust to transform resistance into participations. Gitu.

Resistance to feedback from leaders is common, but it can be overcome. Building trust, highlighting the personal and team benefits of feedback, and creating a safe, confidential space for open dialogue can make a big difference. 💕

Encouraging leaders to embrace feedback requires a thoughtful approach that fosters self-awareness, trust, and mutual respect. Asking reflective questions like, "What do you think worked well?" or "How might your team perceive your leadership?" can spark valuable introspection. Building trust through genuine relationships creates a safe foundation for honest and caring conversations, opening the door to addressing uncomfortable truths. Timing is crucial; delivering feedback when a leader is overwhelmed or stressed can close them off rather than open them up. By aligning feedback with the leader’s goals, balancing care with directness, and reading their readiness, you create a supportive environment that overcomes the resistance to feedback.

I approach resistance with curiosity, not pressure—asking questions that help leaders connect feedback to their own success. In a recent LinkedIn master training, a client dismissed personal storytelling as ineffective. I shared data showing how a simple story-driven post tripled their engagement. Seeing the impact firsthand changed their perspective instantly!