![]() ![]() Overcoming Resistance to the Succession Planning ConversationĪn understanding of how someone is triggered and why may allow you to offer Autonomy (feeling like they shouldn’t need help).Recognition (highlighting mistakes rather than successes).Acceptance (by you, the team, or the organization).Security (their place in the organization).Perceives the conversation to be threatening in some way. You encounter one of these triggers, it is often because the recipient To be for further advancement, they may begin to question their beliefs about Suddenly receives feedback that their performance is not quite where it needs Occur when the nature of the feedback challenges the recipient’s sense of self.įor example, if someone believes they are exceeding expectations in their job Triggers can be some of the most challenging to manage. He know about my department), there is some sort of perceived imbalanceĪfter all I’ve done for her), or the existing relationship is strained Recipient of the feedback feels the person delivering it lacks relevant Relationship trigger occurs when the recipient’s interpretation of the feedback May point to a personal blind spot they have, as they may not recognize how They feel the substance of the feedback is untrue or unhelpful. Common reactions may be, that’s wrong, that’s not helpful, or that’s not me. The accuracy of feedback they are receiving. People become defensive as the result of a truth trigger they tend to question When employees become defensive or resistant to feedback it is often because of one of three triggers : 3 Triggers That Cause Resistance to Feedback Taking some time to anticipate how others may react to your feedback can help you to better manage these situations when they arise. Leaders who regularly engage in employee development conversations will know that sometimes you need to deliver feedback that may come as a surprise or can be difficult to hear. While each of these components can help to set the process up for success, they do not guarantee that your conversations will run smoothly. In that post, we talk about the importance of preparing for one-on-one sessions by setting expectations and leveraging mindful communication. If you’re preparing to talk to your team about succession, our Difficult Conversations and Succession post offers some great strategies to get you started. ![]() How to Continue Difficult Conversations About Succession When You’ve Hit a Roadblock ![]()
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