The sting of criticism, especially when it feels personal or harsh, can make anyone want to retreat into their shell. As a trainer, you know that how you deliver feedback can be just as important as the feedback itself. But there’s a catch: people hear and respond to feedback in different ways, based on their communication styles. Understanding those styles is a secret weapon in turning resistance into growth.
Why Resistance Happens and How to Overcome It
Resistance to feedback is often more about how it’s received than the content itself. If you’re not aware of a person’s communication style, your feedback might feel like an attack. By adjusting your approach, you can open the door to growth. Here’s how you can use communication styles to your advantage:
Tell (T) – Direct, Task-Oriented, Action-Focused
- T’s are quick decision-makers, focused on tasks. If feedback isn’t direct and results-oriented, they may tune it out.
- Solution: Be concise and to the point. Focus on clear, actionable steps they can take to improve. Avoid long discussions or personal feelings. The more practical and results-focused the feedback, the more likely they are to take it on board.
Engage (E) – Creative, People-Oriented, Big Picture Thinkers
- E’s value connection and creativity. They may resist feedback if it feels overly structured or critical.
- Solution: Frame feedback positively focusing on how it can spark new ideas or improve teamwork. Use a collaborative tone, emphasizing how the feedback can enhance their ability to innovate.
Analyze (A) – Detail-Oriented, Cautious, Data-Driven
- A’s need precision and clarity. Vague or overly general feedback can feel frustrating to them.
- Solution: Provide specific, data-driven feedback. Give them clear examples of what needs to be improved and why it matters. The more detail you can offer, the more likely they are to embrace your feedback and adjust.
Mediate (M) – Supportive, Relationship-Focused, Harmonious
- M’s are careful listeners who want to be helpful. So, feedback doesn’t have to be strong in order to make an impact.
- Solution: Offer feedback gently and empathetically. Frame your suggestions as a way to benefit the team or improve collaboration. Focus on their strengths and make sure the feedback feels supportive, not critical.
A New Approach to Feedback
The key to turning resistance into growth is recognizing that feedback isn’t one-size-fits-all. By understanding communication styles, you can tailor your approach and make feedback more personalized. When feedback aligns with how someone prefers to communicate, they’re more likely to receive it constructively and act on it.
So, the next time you need to give feedback, consider the recipient’s communication style. Are they a T who needs directness? An E who thrives on inspiration? An A who requires data and detail? Or an M who values harmony? Adjust your delivery, and you’ll find that feedback becomes not just a moment of critique, but a powerful opportunity for growth. Learn more about the T.E.A.M. styles here.
