Are you navigating the challenge of unresponsive team members? Share your strategies for building trust and effective feedback channels.
-
Start a confidential, compassionate discussion to learn about their perspective and worries. Show active listening and affirm their sentiments. Explain the relevance of feedback for personal and professional development. Set joint goals and include them in decision-making processes to promote ownership. Provide precise, actionable comments, emphasising their strengths. Provide ongoing support and follow-up to monitor success. Foster a culture of open communication and respect. Celebrate their accomplishments to boost confidence and trust, making them feel appreciated and understood by the team.
-
To establish trust with a team member who resists feedback and guidance, I would start by fostering open communication, actively listening to their perspective to understand any underlying concerns or resistance. I’d approach feedback with empathy, framing it in a constructive manner that emphasizes their strengths and how the guidance can support their growth. Building rapport through one-on-one conversations can help create a safe space for honest dialogue. I would also lead by example, demonstrating a willingness to accept feedback myself, which can encourage mutual respect and trust. Patience and consistency in supporting their development would be key in overcoming resistance over time.
-
Openly address the issue, set clear expectations, and offer support. Foster a culture of accountability and understand individual communication styles. Build trust and encourage open communication to create a productive and collaborative work environment.
-
To establish trust with a team member who resists feedback, start by listening to their concerns without judgment. Understand why they’re resistant—perhaps past experiences made them defensive. Use specific, constructive examples to show how feedback can support their growth. Jack Welch stressed the importance of clear, open communication in building trust. Offer mentorship rather than criticism, and celebrate small improvements to build confidence. By being consistent, supportive, and transparent, you create a safe environment where they feel valued and open to guidance.
-
Para establecer confianza con un miembro del equipo que se resiste a la retroalimentación, es clave la empatía y la comunicación abierta. Escucha sus inquietudes y demuestra comprensión, creando un ambiente seguro. Ofrece retroalimentación constructiva, enfocada en hechos y soluciones, no en críticas personales. Refuerza su autonomía, involucrándolo en la toma de decisiones. También, sé consistente y justo en tu enfoque, y reconoce sus logros. Con el tiempo, estos pasos fortalecerán la relación y mejorarán la receptividad.
Rate this article
More relevant reading
-
Critical ThinkingYou're faced with conflicting team members. How do you navigate opposing viewpoints to find common ground?
-
Decision-MakingYou're faced with conflicting interests among team members. How do you navigate making a critical decision?
-
Conflict ManagementHow can you balance team members' needs and opinions during decision-making?
-
Team ManagementHow do you get your team to commit to decisions?