Your team member resists feedback in a project meeting. How can you effectively address their resistance?

1 Understand Why

Resistance to feedback often stems from emotional reactions or a lack of understanding of its value. Your first step is to empathize and seek to understand the root cause of their resistance. Consider whether the feedback was delivered in a constructive manner or if it inadvertently triggered a defensive response. Encourage open communication and assure them that the intent is to support their growth and the team's success, not to criticize personally.

2 Create Safety

Creating a psychologically safe environment is essential for team members to be open to feedback. Reinforce the idea that feedback is not an attack on their capabilities but an opportunity for learning and improvement. Stress the importance of mutual respect and the shared goal of project success. When team members feel safe, they're more likely to engage in honest self-reflection and accept constructive criticism.

3 Focus on Facts

When discussing feedback, focus on specific, observable behaviors and outcomes rather than personality traits. Use clear examples and relate the feedback to project goals and metrics. This approach helps to depersonalize the feedback and places it within the context of the team's objectives, making it easier for the team member to understand and accept.

4 Foster Dialogue

Encourage a two-way dialogue by asking for the team member's perspective and actively listening to their concerns. This shows respect for their viewpoint and can lead to a more balanced understanding of the situation. Facilitate a conversation where both sides can express their thoughts and work towards a mutual agreement on how to move forward.

5 Offer Support

Offering support is crucial in helping a team member overcome resistance to feedback. Provide resources, mentoring, or training that can help them improve in the areas identified. Ensure they understand that the team is there to support them and that seeking help is a sign of strength, not weakness. This supportive approach can transform resistance into a commitment to personal and professional development.

6 Follow Up

Finally, follow up with the team member after the meeting to reinforce the discussion and monitor progress. Set clear, achievable goals for improvement and check in regularly to provide additional feedback and support. This continuous loop of feedback and improvement can help build confidence and reduce resistance over time.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?