What do you do if your executive team is resistant to building and nurturing relationships?

Frankly, if I found myself working at a company where the executive team is resistant to building long term relationships, I'd leave. And I'd encourage most others to do the same. No one should be in an executive position without understanding such a basic concept. If I was feeling generous, in the exit interview I'd point them to studies regarding the cost of bringing on new clients or employees vs the cost of retention.

I agree 100% I would walk out. Every aspect of the work I do revolves around my relationship with clients. I would not get half the deals and exposure I do if I did not have the good working relationships I have now but I have had to nurture them and work on them over the years it's not easy. It can be frustrating when top management sometimes overlook how important relationship building is to developing busines.

Avalie a resistência e entenda o motivo deste "n?o fazer / n?o gostar". Aplique treinamentos, fa?a junto com seus liderados sess?es de networking afim de desenvolver a habilidade socializa??o comercial. Avalie as evolu??es, e em caso de ter realizado tudo que é possível para desenvolver essa habilidade e mesmo assim assim a resistência ou má vontade continuar. Desligue! Afinal relacionamento é um dos pilares que sustenta uma opera??o comercial.

I would want a very good explanation as to why they wouldn't want to build relationships like this. Collaboration is going to be the name of the game here. No business owner wants an unsuccessful business, so.. *Gain an understanding of your bosses point of view. *How do they want to increase revenue? *Show examples of how you have built previous relationships, and how that has grown business. *Can a solution be tailored to suit you both?

Lead by Example: Demonstrate the importance of relationship building by leading by example. Show your executive team the value of nurturing connections with stakeholders, fostering a collaborative culture, and prioritizing interpersonal relationships in your own interactions. Uncover Specific Concerns: Probe deeper to uncover specific reasons why your executive team may be resistant to relationship building. Are they feeling overwhelmed with their current workload? Do they perceive relationship building as unnecessary or irrelevant to their roles?

Short-Termism: Society's increasing focus on short-term gains and instant gratification can contribute to a mindset where immediate financial rewards are valued more than the longer-term benefits of relationship building. This short-term focus can hinder efforts to cultivate trust, loyalty, and collaboration within corporate environments.

Example is everything. It sets the tone to what’s expected of a team. It’s also important to show how our actions can affect positively and not just “tell” them to do it just for the sake of it. Share successful cases.

Leading by example in prioritizing relationships over just results and being overly data-driven requires intentional actions and a shift in mindset. Demonstrate Transparency and Open Communication: Foster a culture of transparency and open communication within your team and organization. Encourage honest dialogue, feedback, and constructive criticism. Be transparent about decision-making processes and rationale to build trust and credibility. Balance Data with Human Insights: Acknowledge the importance of data-driven decision-making while also recognizing the limitations of data alone. Encourage your team to consider qualitative insights, intuition, and human judgment alongside quantitative data to make well-informed decisions.

A equipe é sempre o espelho da gest?o! Se o estratégico e o tático n?o d?o o exemplo exigir que o operacional o fa?a é complexo.

Recognition of Impact: Acknowledgment acknowledges the impact of individuals' actions on others and the organization as a whole. It highlights the ripple effects of their efforts and the difference they make in the lives of others. Boosts Morale: Being acknowledged boosts morale and enhances overall well-being. It uplifts spirits, instills confidence, and creates a positive atmosphere within teams and organizations. Validation: Acknowledgment validates individuals' efforts, contributions, and achievements. It acknowledges their value and affirms that their actions are seen and appreciated.

This is a very tough question. If you're an employee in an organization where the executive team doesn't value nurturing relationships, one of the most honest things I can say is that things will likely get harder. Many people who don't value the cultivation of relationships often let that bleed into different areas of the company -- into different departments, into customer service, into partnerships, etc. Enterprise companies NEED to understand that people do business with people -- in the end, it's the relationships that you cultivate with your partners and customers that matter. If your executive team is resistant to this, I'd first try and highlight all business dynamics that are based on relationships.