You're faced with a defensive team member. How do you navigate giving feedback effectively?

To navigate giving feedback to a defensive team member, build trust first. Start by acknowledging their strengths and contributions. Use "I" statements to express your observations without blaming. Be specific and focus on behaviors, not personality. Listen actively to their perspective and show empathy. Ensure the conversation is private and supportive, fostering an open dialogue. Share your trust-building strategies, emphasizing respect, clear communication, and a collaborative approach.

In my view, if I were handling a defensive team member, I would start by creating a safe and calm environment for feedback. I would use “I” statements like, “I noticed…” instead of placing blame, which encourages collaboration rather than confrontation. I would focus on specific examples and offer actionable suggestions, helping to minimize defensiveness. I would also actively listen to their perspective, showing that I respect their views. By focusing on solutions and consistently following up, I would turn feedback into a shared opportunity for growth and stronger teamwork.

Trust is like the oil that keeps the engine of teamwork running smooth. It's not just about saying "I trust you" - it's about showing it through actions. When we build that foundation, giving feedback becomes less scary and more like a helping hand. Remember, a team that trusts eachother can move mountains, or at least tackle those big projects without breaking a sweat!

Para que o feedback seja uma ferramenta de crescimento, a confiança deve estar solidamente estabelecida. Como líder, é crucial garantir que a equipe se sinta ouvida e valorizada, criando um ambiente de respeito e transparência. Isso transforma feedback em desenvolvimento, e não em crítica. Com confiança, até conversas difíceis são oportunidades para o sucesso coletivo.

With defensive team members start with empathy. Acknowledge their emotions and fears. Understand their current situation. Provide positive feedback in public and constructive feedback in private and in a non-threatening environment that allows them to open up. Provide specific situational feedback and encourage a dialogue.

Timing is indeed crucial when it comes to giving feedback. To optimize receptiveness, choose a moment when your team member isn't stressed or overwhelmed. Avoid public settings, which may trigger defensiveness, and opt for a private, neutral space. The right timing can make the difference between feedback that's embraced and acted upon, and feedback that encounters resistance.

A escolha do momento certo para dar feedback é tão crucial quanto o conteúdo do feedback em si. Um líder eficaz sabe que timing é essencial e que abordar um membro da equipe em um momento de estresse ou diante de outros pode ser contraproducente. É vital criar um ambiente onde a pessoa se sinta à vontade para ouvir e refletir, optando por um espaço privado e tranquilo. Quando o feedback é dado no momento certo, ele é mais bem recebido e tem mais chances de gerar mudanças positivas, transformando-se em um poderoso impulso para o desenvolvimento e a melhoria contínua.

Para que o feedback seja verdadeiramente eficaz, ele precisa ser claro e detalhado. Evite generalidades que deixam espaço para interpretações ambíguas e, em vez disso, foque em comportamentos ou resultados específicos que precisam ser aprimorados. Ao fornecer exemplos concretos, você demonstra que está atento ao desempenho da equipe e oferece orientações que são imediatamente aplicáveis. Esse nível de precisão não só facilita a implementação do feedback, mas também constrói uma relação de confiança, evitando mal-entendidos e fortalecendo o compromisso com a melhoria contínua.

This is what I have learnt from my experience. Refrain from using accusatory language or making judgments about the person's character. Instead, focus on specific, observable behaviors and their impact on the team or project. Frame your feedback using "I" statements to express your perspective and feelings without blaming. For example, instead of saying "You're always late," try "I noticed you were late to the last three meetings, and it impacted our ability to start on time." Do not be Judgmental. Create a safe space for the team member to share their perspective and feelings. Listen attentively without interrupting even if you do not agree.

Ao oferecer feedback, é essencial focar nos comportamentos observáveis e não nas características pessoais. Criticar a personalidade pode ferir e criar resistência, desviando o foco do desenvolvimento profissional. Concentre-se em ações específicas que impactam o trabalho, permitindo que a pessoa receba o feedback de forma construtiva e objetiva. Essa abordagem facilita a identificação de áreas de melhoria sem comprometer a autoestima, promovendo um ambiente de crescimento contínuo e respeito mútuo, onde o foco está sempre no progresso e não em julgamentos pessoais.

This should actually be number one in my opinion...because its often where feedback goes wrong. We teach our leaders the SBI method: Situation, Behavior and Impact. This way we are keeping it productive and reducing defensiveness.

I feel like behavior and timing go hand in hand. If I can find a way to briefly address the behavior in the moment so that they know it’s unacceptable, and then circle back once the person is calm and we can actually address it, I get the best results.

To get better understanding the why, - hold one on one dialogue to find the root cause. - hold a constructive communication is the best way to get the whole pictures of the issues prior to give feedback. - practice listening more to encourage your team to speak up their concerns - get clarity on what they need honestly - address the feedback properly without judging

One amazing tool for this is the GROW coaching model. It has an incredible conversation planner that ensures its a two-way conversation. Gaining the alignment and commitment from the individual is the ultimate goal, and that only happens if they are a part of the conversation.

Navigating feedback with a defensive team member requires a strategic and empathetic approach. Emphasize understanding and collaboration. 1. 𝗖𝗹𝗮𝗿𝗶𝗳𝘆 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝘀 express that your goal is growth, not criticism. 2. 𝗔𝘀𝗸 𝗼𝗽𝗲𝗻-ended questions to uncover their perspective. 3. 𝗟𝗶𝘀𝘁𝗲𝗻 𝗮𝗰𝘁𝗶𝘃𝗲𝗹𝘆, showing genuine interest in their thoughts.

Oferecer feedback é apenas o primeiro passo; o verdadeiro impacto vem quando você se compromete a apoiar o desenvolvimento de sua equipe. Demonstrar que você está disposto a fornecer os recursos necessários, treinamento adicional ou mesmo estar presente para orientações contínuas, reforça a mensagem de que você acredita no potencial deles. Isso transforma o feedback de uma simples crítica em uma oportunidade de crescimento. A liderança solidária, ao investir no sucesso dos outros, não só eleva o desempenho individual, mas também fortalece o compromisso com o crescimento coletivo e a cultura de aprendizagem dentro da organização.

Frame the feedback in terms of your own observations and feelings rather than as accusations. For example, say, “I noticed that the project wasn’t completed on time, and I’m concerned about meeting our deadlines,” instead of “You failed to meet the deadline.” Begin by acknowledging the team member’s strengths and contributions. This helps to balance the conversation and makes it clear that the feedback is about specific behaviors or actions, not about them as a person.