To address resistance to feedback, start with a private, empathetic conversation to understand the team member's perspective. Reframe feedback as a tool for growth, aligning it with their goals and emphasizing its benefits. Tailor the delivery to their communication style, making the process collaborative and two-way. Involve senior consultants in problem-solving sessions to shift the dynamic from critique to partnership. Model a culture of learning by openly receiving feedback yourself, normalizing it as a positive, ongoing process. Celebrate progress and small wins to build trust and demonstrate how feedback fosters personal and team success.

Actually I've found the best way to handle resistance is to not take it on. From my experience, professionals who show resistance believe in doing things their way. So you must let them have their way. In fact encourage the seniors to step back and let the person make mistakes. That's the best way to learn. Then instead of admonishing the person, help them when they're down. They'll learn faster and never post resistance in the future.

When a team member resists feedback from senior consultants, approach it thoughtfully: Show empathy: Understand their perspective and any underlying concerns before offering guidance. Highlight value: Emphasize how external expertise supports their growth and the team’s success. Normalize feedback: Implement a structured, regular feedback system to make guidance feel collaborative, not confrontational. Building trust and showing how feedback benefits them can help overcome resistance and foster openness.

-Build a culture of trust by framing feedback as an opportunity for growth rather than criticism. -Use specific examples to demonstrate how applying feedback has led to success in similar situations. -Pair the team member with a mentor or senior consultant for collaborative problem-solving sessions, fostering mutual respect. -Encourage a two-way feedback process, allowing them to voice concerns or share their perspective on the guidance received. -Reinforce positive behavior by acknowledging their efforts when they apply feedback successfully. -Facilitate regular team discussions where feedback is normalized as part of the development process, reducing resistance.

Romper la resistencia de un miembro del equipo a los comentarios de consultores sénior comienza con entender el "por qué". Puede ser miedo al juicio, falta de confianza o una percepción de imposición. Habla con ellos en privado, desde la empatía, para conocer sus perspectivas. Luego, refuerza el valor de los comentarios: muéstrales ejemplos donde el aprendizaje de otros marcó una diferencia. Involucrarlos activamente en la conversación, como co-creadores del proceso, convierte el feedback en un diálogo, no en una crítica.