Your team is resistant to feedback. How can you transform criticism into growth opportunities?

When a team is resistant to feedback, requires a transparent two communication which comes from trust First of all, we must create a safe space and build a trust and openness environment.

Cultivating trust in teams is essential for building a strong foundation and harnessing opportunities. Here are some ways to foster trust (but not limited to this). 1. Encourage Open Communication 2). Transparency 3. Follow Through on Commitments 4. Active Listening 5. Empathy and By implementing these strategies, you can cultivate trust within your team, creating a solid foundation for collaboration, innovation, and seizing opportunities.

Criticism helps us grow to become the best that we can be. The important point to remember is that you should closely listen to criticism when it comes from someone who you respect and who has your best interests in mind. Think about the comments and reflect on them and decide what you can do to learn from the experience and thereby improve. When you receive criticism from others who may not be authentic, you can take it with the proverbial grain of salt.

If team is resistance to feedback it means that they don't believe in leader and the management. They have some bad experience of previous feedback. Team has to be taken into confidence by talking to them and creating transparency. Trust need to be developed.

I've noticed that when early feedback isn't given or taken in constructive way, it can hinder the feedback process moving forward, leading to resistance or hesitance to engage in further discussions. Mutual trust and confidence to be built to overcome the same & it should be in long term and with openess.

Be candid and use SBI: Situation, Behaviour, Impact. e.g. Situation: "In the meeting about designing a new process for handling difficult customer issues.." Behaviour: "...when you talked across Adam while he was describing his thoughts on an improvement..." Impact: "you made him feel like you didn't value his input and we missed out on his contribution. He is less likely to want to speak up in future, or want to work with you. The team are also now seeing you as less desirable to work with on improvements to how we work. And we didn't get to hear everyone's ideas, which might mean we missed something important and valuable." Suggest an improvement: "when we're looking for ideas, let people finish so they feel valued and respected"

Clear communication always helps. However more than the words it’s good to emphasize on tone and non-verbal cues. Working more on para-verbal component will help in clear communication.

Clear communication is essential in teams for opportunities because it: 1. Avoids Misunderstandings: Prevents errors and misinterpretations that can lead to missed opportunities. 2. Boosts Collaboration: Facilitates effective teamwork, ensuring everyone is on the same page. 3. Saves Time: Reduces confusion and clarifies expectations, allowing teams to work efficiently. 4. Fosters Trust: Encourages open and honest communication, building trust among team members. 5. Promotes Creativity: Encourages sharing of ideas and feedback, leading to innovative solutions. By prioritizing clear communication, teams can unlock their full potential, drive success, and seize opportunities with confidence.

Clarity of communication is important in dealing with team. The feedback must be well articulated before being delivered. You must know the behaviour and expected reaction of your team well. Be very candid without distorting the main content in order to dilute the effect. Create some related story and examples on the cause and effect relating to the feedback to make it more sound and meaningful. During the feedback session seek their views to avoid any misunderrstanding or critisism. Don't be negative during feedback but be positive on how to improve the same with constructive efforts and thought process in future.

Being direct yet diplomatic is crucial. I've found that sharing specific examples helps teams grasp improvement areas better. Personalizing feedback to behaviors and outcomes avoids misunderstandings.

Encouraging openness is key. You encourage openness not only with your words, but more importantly with your actions towards your team’s needs and concerns, as well as your actions towards those surrounding/interacting with your team also.

Ensure that feedback is specific and actionable. Instead of vague criticism, provide examples and suggestions for improvement. This helps team members understand what exactly needs to change

Estimular o diálogo aberto é essencial para transformar resistência em receptividade. Crie um ambiente onde o feedback seja um processo colaborativo, e não apenas uma via de mão única. Convide os membros da equipe a compartilharem suas perspectivas e preocupações, e ouça ativamente o que eles têm a dizer. Essa abordagem faz com que se sintam ouvidos e valorizados, além de fornecer insights valiosos que podem informar suas estratégias de liderança. Adaptando seu feedback com base nessas conversas, você o torna mais eficaz e fortalece o relacionamento com sua equipe.

Communication is a two way street. While being efficient in response it is also important to understand others may have valid reasons for the delayed responses.

Celebrate every open dialogue by making it a collaborative exchange. Ensure it's tied directly to the insights and perspectives shared that helped shape better strategies. Not just a superficial acknowledgment. Not just a passive listening session. Not just a token gesture. Make it about genuine engagement—otherwise, the openness fades and feedback becomes less effective. Be the leader who fosters openness, and you'll have more team members engaged because they see you value their input and use it to improve strategies. This approach has worked well in my leadership experience across different contexts.

This is very important because by providing support teams creates a positive, productive and inclusive environment leading to increased job satisfaction, improved performance and greater success. Also the team members will feel they are valued and cared for thereby enhancing motivation and job satisfaction. You will also find the cascading effects of this on learning development and skill building. Truly important in nut shell.

Oferecer apoio anda de mãos dadas com dar feedback. Não basta apontar pontos de melhoria; é necessário fornecer as ferramentas e recursos para que sua equipe possa agir conforme suas sugestões. Seja através de treinamento, mentoria ou simplesmente estando disponível para responder perguntas, mostrar à sua equipe que você está lá para apoiá-los pode transformar um desafio assustador em uma meta alcançável. Assim, a crítica se torna uma oportunidade de crescimento e desenvolvimento, fortalecendo a confiança e a eficácia dentro do time. Apoiando sua equipe, você contribui para o sucesso coletivo.

1. Provide training sessions on receiving and acting on feedback constructively. Offer workshops on relevant skills and areas of improvement identified through feedback. 2. Clearly outline what is expected from team members in terms of performance and behavior. Ensure that they understand how feedback fits into these expectations and how it can help them meet their goals. 3. Ensure team members have access to the necessary resources, such as tools, information, and time, to address the feedback and make improvements. 4. Pair team members with mentors or coaches who can provide guidance, share experiences, and offer personalised advice on how to grow from feedback.

When providing support, especially in a community of trained professionals that know their Job and have experience much greater than I/you, this is at the utmost importance. Build the relationship with your team members and find out what resources they need to operate at even higher levels that were not thought possible. If there is a hole in the organization, even a simple one that is often overlooked but not attractive or is tedious, do it. Show the team members you will do the mundane task to achieve success at every level.

Have seen in my career juniors hesitate to ask you for a support because your are all full of -ve characteristics and that leads to mistakes. It's always a voice from behind "if you need any assistance please do let me know"

Recognizing progress is crucial for maintaining motivation and fostering a positive work environment. Celebrate Milestones: Base celebrations on milestones achieved. Identify key points in your journey and celebrate them as a team. Reflect on Achievements: Encourage employees to pause and reflect on their accomplishments. Even small wins can motivate further progress. Set Clear Goals: Clearly define objectives and track progress toward them. Use SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) to ensure clarity and focus. Monitor Metrics: Regularly measure and review performance metrics. KPI’s help assess progress objectively. Remember, recognizing progress boosts morale and sustains momentum!

1. When giving feedback, establish specific, measurable, achievable, relevant, and time-bound (SMART) goals. This gives team members clear targets to work towards. 2. Regularly track and document progress towards these goals. This helps in identifying improvements and areas that still need work. 3. Keep the team informed about their progress through regular updates. Highlight both small wins and significant achievements. 4. Publicly recognise and celebrate when team members make progress based on feedback. This can be done in team meetings, through emails, or via company-wide announcements. 5. Offer positive reinforcement whenever team members make strides toward improvement.

Recognition is really important at workplace. It creates a positive environment as well it gives opportunity others to grow. It acts as a catalyst at workplaces which enable everyone to give their best and learn new things.

Recognition of efforts is key motivator. As a leader the best you can do to celebrate smallest of the success of each team member by recognising their efforts. Timely recognition boost the team morale and build their confidence. It brings positive mindset to do better and better moving forward. Feedback is like a marksheet and must be delivered timely with positivity and encouragement. Even some negative feedback you have to give, then sum up in such a way that it is taken positively. Play the role of participative leader and recognise the efforts of team to create a win win culture and lead team to a higher level.

Las personas, por lo general, estamos muy poco acostumbrados a premiarnos. Sin embargo, nos damos latigazos cuando algo no ha salido como esperábamos. Prémiate y premia a quien lo merece, reconoce su logro, su progreso e incluso me atrevería a decir que premia su capacidad de reconocer el error y rectificar. Hay tantas personalidades como seres humanos, pero no me cabe la menor duda de que todos necesitamos ser reconocidos en nuestros hechos.

It is good to have an open communication. Feedback’s are the assessment process for the team. Feedback strategies are performed to understand the scope for improvement.

Aunque no me gusta el fútbol creo que es curioso analizar sus actores para conocer las estrategias de ajuste que en el mismo se producen. Resulta que un entrenador o un futbolista pueden ser decisivos en un determinado equipo y/o partido y, sin embargo, son un desastre o no aclaran nada en otro partido y/o equipo. ¿Cómo puede ser? Si al final es jugar a fútbol porqué se dan tantas diferencias. Pues porque hay una continua retroalimentación y adaptabilidad en cada momento según las situaciones. Y ahí es donde el individuo y los líderes tienen que tener la sabiduría suficiente para adaptarse ante cada una de las situaciones que se produzcan. Y lo curioso del sistema es que todas se llaman fútbol.

Well, the strategy for feedback itself must be altered! Let me discuss two ways of giving feedback here - 1. The Sandwich method. Start and end with good feedback while the real crux of the point is "sandwiched" and passed on to the team members. 2. Paraphrase the word feedback as 'learning' and present it as an opportunity to improve. Besides, make the team members themselves self-reflect on their performance from time to time and have it documented. It will help both of you immensely in the long run!

If you really understand your team's goals, you can align your feedback to help them reach them. For example: A team member is working towards buying a new home and they're going to need more money than usual to do that. You need to be aware of this and help them develop a plan to do so. The plan right now is to improve their performance at work so that they can get a promotion to earn that extra money. Lately, however, their actions have not aligned with someone trying to get promoted. By reminding them that this promotion is going to fund this new house, you can provide the feedback that they need to change their actions appropriately. People often don't want to self-sabotage so this news should be received well.

When a team is resistant to feedback, requires a strategic and empathetic approach. First of all, we must create a safe space and build a trust and openness environment. Use real examples and link the feedback with tangible outcomes. Provide regular feedback and follow the outcomes. Facilitate two ways comunication and just be a human speaking to another human

Transforming criticism into a growth mindset within a team requires a two-pronged approach: fostering a safe space for feedback and reframing criticism as a learning opportunity. 1. Demonstrate a growth mindset yourself. Be open to feedback, acknowledge mistakes as learning opportunities, and celebrate progress over perfection. 2. Create a team environment where everyone feels comfortable sharing ideas and admitting mistakes without fear of judgment or ridicule. Encourage open communication and active listening. 3. When offering criticism, focus on specific actions, not personalities. Use "I" statements to express observations instead of accusatory language.

Transformers criticism into a growth opportunity for your team: * Shift the Mindset: Help your team view criticism as valuable feedback rather than a personal attack. Focus on the fact that it can help them improve their skills and achieve better results. * Active Listening: When giving feedback, actively listen to the person delivering it. Pay attention to the specifics and ask clarifying questions to fully understand their perspective. * Celebrate Progress: Acknowledge and celebrate your team's efforts as they work towards improvement. This will help keep them motivated and on track.