To provide feedback to a defensive team member, start by creating a safe and non-judgmental environment. Use "I" statements instead of "You" to avoid sounding accusatory, e.g., “I noticed…” rather than “You always…”. Focus on specific behaviors, not personality traits, and highlight the impact of their actions on the team or outcomes. Balance your feedback with positive reinforcement, recognizing their strengths to build trust. Invite their perspective with open-ended questions like, “What’s your view on this?”. Stay calm, patient, and solution-focused, emphasizing collaboration, e.g., “How can we work on this together?”. This approach minimizes defensiveness and promotes growth.

Como engenheiro de manutenção de via permanente e Lean Six Sigma Green Belt, você combina habilidades técnicas e de liderança para promover melhorias contínuas. Ao lidar com um membro defensivo, é essencial usar ferramentas como o DMAIC e focar em feedback construtivo. Construa confiança com comunicação aberta, empatia e reconhecimento. Baseie-se em dados para definir, medir, analisar e melhorar. Seja específico, focando em comportamentos, não em pessoas, e ofereça soluções claras. Defina metas, prazos e acompanhe o progresso, adaptando sua abordagem e criando um ambiente seguro. Assim, promove-se o crescimento individual e o fortalecimento da equipe. #LeanSixSigma #GestãoDeEquipes #DMAIC #TrabalhoEmEquipe #GestãoDePessoas

When trying to get past an employee’s defensiveness, begin the conversation with affirmative feedback. Do not personalise the incident; concentrate on the act and describe it. For example, rather than telling a subordinate: ‘You are not proactive,’ ask questions such as: ‘I saw that some deadlines were not met; how do we work towards ensuring that doesn’t happen again?’ Seek first to understand their position and then look for ways both of you might address the issue together. I tried this approach with another person: By presenting the feedback as a discussion of a show, we managed to defuse tension and find results-oriented solutions together.

When providing feedback to a defensive team member, start by creating a supportive environment. Choose a private setting where they feel safe to express their thoughts. Begin the conversation with positive reinforcement by acknowledging their strengths and contributions. This helps to build rapport and reduces defensiveness. Next, focus on specific behaviors rather than personal attributes. Use "I" statements to express how their actions impact the team or project, such as, “I noticed that deadlines were missed, which affected our progress.” Encourage open dialogue by asking for their perspective and listening actively. This shows that you value their input and fosters a collaborative atmosphere.

Focus on Behaviors, Not Personality: Highlight specific actions and their impact, avoiding personal judgments. Invite Dialogue: Ask for their perspective and make it a two-way conversation to reduce defensiveness.