Which approach is recommended when a subordinate is resistant to feedback?

• A. Ignore input and restructure them out.
• B. Build trust, use SBI, ask open questions, involve them in action planning, set small steps.
• C. Publicly criticize and shame them.
• D. Reassign to a different supervisor.

Answer: (B)

When someone is resistant to feedback, the best path is a collaborative, structured conversation that builds trust and turns feedback into a shared plan for improvement. Start by establishing psychological safety and showing you value their development. Then present feedback using a concrete model like Situation-Behavior-Impact: name the situation, describe the specific behavior you observed, and explain the impact this had on the team or outcome. This keeps the discussion objective and non-judgmental.

Next, invite their perspective with open questions. Questions like “What was happening from your side?” or “How do you see it?” help uncover underlying reasons for the resistance and move the conversation from defensiveness to dialogue. After you align on understanding, involve them in action planning. Co-create clear, doable steps with responsibilities and timelines so they feel ownership over their improvement.

Finally, set small, manageable steps to build momentum. Short-term wins reinforce progress and sustain motivation. Other approaches—pushing input aside, publicly shaming, or simply reassigning the person—do not address the root causes, undermine trust, and tend to worsen resistance.