How can you build trust with team members who are resistant to change in a group training session?

1 Acknowledge Fear

Resistance to change often stems from fear of the unknown. As a facilitator, acknowledge these fears by creating an open dialogue . Share your own experiences with change, emphasizing empathy and understanding. This approach helps to humanize the process and shows that you're not just enforcing policies but are genuinely interested in their well-being. By validating their feelings, you lay the groundwork for trust and demonstrate that their concerns are an important part of the conversation.

2 Build Rapport

Personal connections are key in any team dynamic. Take the time to learn about each team member's strengths, preferences, and work history. This knowledge allows you to tailor your approach, making each person feel seen and appreciated. When individuals feel that their unique contributions are valued, they are more likely to be open to new ideas and changes. Building rapport isn't a one-time task; it requires consistent effort throughout the training session and beyond.

3 Encourage Voices

In group settings, some voices may dominate while others stay silent. Encourage everyone to share their thoughts by creating structured opportunities for participation . Use activities that require input from all team members, and be attentive to those who might need a little extra encouragement to speak up. When people feel their opinions matter, they're more likely to trust the process and engage with the content of the training session.

5 Provide Support

Change is easier to accept when support is readily available. Ensure that resources, such as additional training materials or one-on-one sessions , are accessible. Let them know that you're there to assist with the transition, not just during the training but also as they implement new practices. This level of support shows that you're invested in their success, which is a powerful trust-builder.

6 Reflect Together

Finally, reflection is a powerful tool in reinforcing learning and building trust. Facilitate sessions where team members can reflect on what they've learned , how they've applied it, and the outcomes they've observed. This collective reflection allows the group to see the benefits of change firsthand, reinforcing trust in the process and in you as a facilitator.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?