Your team member consistently ignores feedback. How can you get them to value constructive criticism?

Establishing mutual trust and understanding is the first step in teaching a team member to appreciate constructive feedback. Have a sympathetic, confidential discussion with them to learn about their viewpoints and worries around feedback. Reiterate that constructive criticism is a tool for their success and development, not a personal attack. Give concrete instances of how receiving feedback has aided in your own or others' development. Incorporate their input into goal-setting and the development of action plans to foster a collaborative attitude. Highlight the advantages by acknowledging and applauding advancements and improvements, proving that constructive criticism is a chance for development rather than a condemnation.

It's easier to build the trust if you switch the conversation from a directive to a developmental conversation, where you challenge thinking rather than giving advice.

Building trust within a team starts with transparency and empathy. As a leadership coach, I emphasize the importance of leaders sharing their own experiences with constructive criticism. When leaders openly discuss their challenges and growth areas, it fosters a culture of vulnerability and trust. I challenge leaders to hold "feedback sessions" where team members can practice giving and receiving constructive feedback in a safe environment. This not only builds trust but also enhances everyone's ability to handle feedback productively. Are you ready to lead by example and create a transparent feedback culture?

Ao longo de 30 anos no mundo corporativo, gerindo equipes dos mais diferentes perfis e gerações, ficou muito claro que as conversas corajosas de feedback demandam esse olhar individual. Por exemplo, meu padrão de comunicação é direto, objetivo e franco. Depois de errar bastante, passei a planejar cada feedback à partir da outra pessoa, não das minhas preferências. Conhecer o universo do outro, sua história, seu perfil psicológico, como prefere se comunicar, seus medos e sonhos é fundamental!

A great way to help personalize your approach would be having team members take a personality assessment. Knowing their personality styles will make any feedback or constructive criticism more effective. You will have a clear understanding of what motivates them and the best way to handle any disagreements or any issues that are effecting the productivity of the team overall.

Esse é um ponto interessante! Apesar do assunto ser velho no mundo corporativo, muitas pessoas têm uma visão, uma percepção completamente equivocada do feedback. Esse momento é um presente, não uma punição ou redução de valor do outro. Explique qual é a importância do feedback, deixe claro que o que dirá é a sua percepção sobre os fatos e dados, seja empático para acolher os medos que apareçam e combine com a pessoa como os dois podem garantir que durante o feedback todos serão escutados, vistos e respeitados. Divirtam-se!

Rather than presenting feedback as something that only people struggling need, set the stage by helping the whole team understand that the purpose of feedback is to learn about the impact we have on others and how we can improve, which anyone can do. Emphasize that feedback is a vital strategy for growth and effectiveness, and that we should all be soliciting it all the time. Show that it is a positive, routine part of our team’s efforts to enhance performance and impact, and share the learnings that come from it. Model the way by soliciting feedback al the time. By normalizing feedback, demonstrating its benefits, and modeling the way, you make it much easier for others to shift their feelings, attitudes, and behaviors regarding feedback.

When you offer support, do it as a learner. Rather than assuming you know it all and are willing to share your all-knowing wisdom with others, be curious about what you can learn about how you can improve at supporting others. Solicit their input on how you can better support them along the way.

Schedule a focused conversation, let them know the topic of the conversation - supportive & collaborative approach. Ask yourself as a leader - was my feedback clear & actionable? What was missing? This is a pet peeve of mine - don't assume, give specific examples. Listen listen listen - was there a miscommunication? Give them space to explain their perspective. Ask: "What questions do you have about the feedback?" or "How can I better support you in implementing these changes?" Are there underlying reasons? Fear of failure? Are they feeling overwhelmed or disengaged? Consider communication style and preferences. Some respond better to direct feedback, others might need a more gentle approach.

The initial focus is not on the team members' acceptance of constructive criticism, but on the establishment of mutual respect and trust. Ignoring feedback can be perceived as a deliberate attempt to disregard input, which in turn, indicates a gap in our professional relationship. To bridge this gap, we will schedule meetings to discuss thoughts and concerns. These sessions will be structured, focused, and time-limited, respecting each other's time and ensuring we all work towards a common goal. The meetings will also serve as a platform to review feedback and the implementation strategy. If there are barriers to implementing the techniques, we will discuss a plan at the meeting, and schedule subsequent follow-ups.

Following up on feedback is where true growth happens. As a leadership coach, I advocate for leaders to use "Feedback Action Plans" where specific, actionable steps are outlined for the team member to follow. These plans should be revisited in subsequent meetings to assess progress and make necessary adjustments. Additionally, leaders should celebrate small wins to keep motivation high. I challenge leaders to set up a "Progress Wall" in their virtual or physical workspace, where team members can visually track their growth and celebrate successes together. Are you ready to take your follow-up process to the next level?

Introduce a 'Reflection Journal.' Ask them to document the feedback they receive and reflect on it in writing. This process can help them internalize the feedback and consider its practical applications. Hold regular 'Reflection Meetings' where you discuss the feedback together. Encourage them to share their thoughts on how the feedback relates to their goals and performance. Use open-ended questions like, 'How do you think this feedback can help you improve?' or 'What steps can you take to integrate this feedback into your work?' Additionally, implement 'Feedback Follow-Up Sessions' where you review their progress based on the feedback. Celebrate minor improvements to reinforce the value of constructive criticism.

I encourage using the SBI model (Situation- Behaviour- Impact) when you give the feedback; This model helps you give clear feedback by focusing on three elements: the Situation, the Behavior, and the Impact. First, you describe when and where something happened. Next, you explain what the person did. Finally, you tell them how their actions affected you or others (Be very concise and specific). This way, they can understand exactly what they did and why it matters. Give them the time to absorb what you've said as well, and then go over specific actions by asking them open questions to help them think about how they can build on this and improve.

While it is important to consider all of the above, one way to make your feedback really hit home with your team is personal vulnerability. If you're providing feedback to a team member in a situation that you have found yourself in before, which as a leader you most likely have, then it's important that you share why you feel so strongly about the subject. Share what mistakes you made, how you overcame them, and how it led to you being here today. Adding that extra touch of relatability will ensure the feedback given is taken more seriously. It will also reduce any potential feelings of embarrassment and wanting to hide their mistakes, and will encourage confrontation and betterment.

I recommend, Positive Intelligence training for addressing the issue of an employee or employees who ignores feedback. Positive Intelligence training encourages a growth mindset, reduces defensiveness, increases self-awareness, and improves communication skills. This leads to better handling of feedback and a more productive work environment. In my experience, combining Positive Intelligence training with effective feedback techniques creates a more open and improvement-focused work environment.