Your team member feels threatened by your coaching feedback. How can you address their concerns effectively?

It's crucial to create a safe space for feedback. I would acknowledge their feelings without judgment and clarify my intentions are for their growth, not criticism. I’d also reassure them of their strengths and the value they bring to the team. Openly discussing the feedback, I’d invite them to share their perspective, fostering a two-way dialogue. This approach builds trust and rapport, showing that feedback is a collaborative process aimed at empowerment and improvement, not a threat. It’s about guidance and support, aligning with their goals and promoting a growth mindset.

Em minha experiência procuro entender o perfil de cada membro da equipe. Por mais que com relacionamento transparente , com objetivos definido e comunicação clara, o feedback ainda tem um teor de preocupação no momento efetivo. È preciso deixar claro sobre o ambiente ser seguro, que o momento é de trocas, de fortalecimento.

I always see to it that I approach the situation with empathy and clarity. For example, if a team member feels threatened by feedback on their project management skills, I’d start by affirming their dedication and past successes. Then, I’d explain that the feedback is aimed at enhancing their already strong skill set, not undermining it. I say “I’ve noticed your commitment to meeting deadlines, which is fantastic. The suggestion to delegate tasks is to further empower you and the team, ensuring a balanced workload and continued success. It’s about leveraging your strengths to foster growth and efficiency.”

Procuro ter o cuidado no momento do feedback com a minha postura, tom de voz, a preparação é essencial para o sucesso do dar e receber feedbacks. Que não seja surpresa o que será falado e apontado.

In customizing feedback, I’d usually focus on the individual’s unique strengths and context. For instance, if a team member excels in creativity but struggles with organization, I’d say, “Your creative insights are a tremendous asset to our team. I believe that by pairing your natural talent with enhanced organizational strategies, such as using a digital planner, you’ll not only boost your productivity but also inspire others with your innovative ideas. This isn’t about changing who you are, but adding tools to let your creativity flourish even more.” This personalized approach reinforces their value while guiding development.

Em minha experiência busco atentar se aos perfis e modelo de atuação dos membros de equipe. Temos diferenças de estilos e a abordagem personaliza contribuirá no desenvolvimento.

Using positive reinforcement, I’d highlight their strengths while addressing areas for growth. For example, “Your enthusiasm for client engagement has positively impacted our team’s morale. I’ve observed that when you apply this same energy to documenting session notes promptly, it enhances our collective efficiency. Let’s build on this by setting a weekly goal for note completion, rewarding your consistency with the choice of leading our team meeting. This way, we’re not just maintaining records but also recognizing your leadership potential. It’s about reinforcing what you do well and encouraging new habits that align with your strengths.”

Everyone has strenghts and weaknesses, positive reinformcements allows feedback to focus on and develop strenghts and enourage more of that behavour. Start by highlighting their strengths. For example, say, "Your teamwork skills are outstanding, and your ideas always add value to our projects." Then, gently introduce areas for improvement. This approach boosts their confidence and shows you value their contributions, making them more open to feedback and motivated to grow. Always finish with a postive summary to leave the person or team feeling valued. there is a name in the industry for this and its a type of sandwich. An awful name but it works.

Providing actionable steps not only clarifies expectations but also empowers team members by giving them a clear path to success. This approach can significantly reduce anxiety and resistance to feedback, as it transforms abstract criticism into concrete, manageable tasks. Additionally, it fosters a growth mindset by highlighting progress and celebrating small wins, which can boost morale and motivation.

Vague qualitative suggestions are not of that much value, as translating them into actionable steps is not always easy. Just saying that they need better communication skills is quite vague. Pinpointing the problem areas with suggestions about actions to solve them is much better help from a coach or mentor.

A person needs to feelm safe and accepted to be able to bring thier A-game to anything. To address a team member's concerns about coaching feedback, focus on creating a safe and supportive environment. Start by listening actively to their feelings and perspectives. Make it clear that your feedback is intended to help them grow and succeed. For example, you could say, "I noticed your presentation skills are strong, but there’s room to enhance your data analysis. Let's work together on a plan to improve this area." This approach emphasizes collaboration and shows that you are invested in their development, making the feedback feel like a joint effort rather than criticism.

Ask them what made them feel threatened. Once you understand their reasoning, assure them that you believe in their abilities and that you are proud of the work they've done. You can then ask how they would prefer to receive feedback. Let them know that your feedback wasn't meant to put them down in any way (hopefully true). Give them a chance to tell you if your feedback was wrong too, allowing them to prove their point. Please handle each similar situation with empathy and respect.

Recentemente, alguém procurou orientação por sentir-se ameaçado pelo feedback do coaching. Orientei a criar um ambiente seguro, explicar as intenções construtivas do feedback, ouvir suas preocupações com empatia, ajustar o estilo de comunicação para ser mais encorajador, oferecer suporte adicional conforme necessário, e fornecer um feedback equilibrado que destacasse pontos fortes e áreas de melhoria, visando ao crescimento pessoal e profissional.