What do you do if your professional relationships are strained and need nurturing?

The first step is to take an objective look at the specific issues causing strain in your professional relationships. Is there a breakdown in communication? Unresolved conflicts? Differing work styles or priorities? Different perceptions of contributions? Identifying the root causes allows you to develop a targeted plan for improvement rather than just treating symptoms. Reflect on your own role and responsibility in the strained dynamics. Be willing to have honest, vulnerable conversations with the individuals involved to understand their perspectives as well. A thorough assessment lays the groundwork for meaningful reconciliation.

In my experience, the key to nurturing strained professional relationships is to first assess the situation with openness and honesty. Understanding the root causes of strain requires active listening and a commitment to seeing things from the other person's perspective. By fostering an environment where feedback is valued and constructive dialogue is encouraged, we can address misunderstandings and rebuild trust. This process is not just about fixing what's broken but about strengthening the foundation for future collaboration and mutual respect.

It can seem so overwhelming to start a conversation when things seem off. If you are feeling discomfort in a relationship, chances are the other person is too. Try checking in with some simple conversation starters: "I'm feeling like things are a bit off between us. What are you noticing?" "I think our working relationship needs some TLC. Would you be up for grabbing coffee sometime soon?" "I've been feeling some distance between us. I wonder if you've noticed this." In my experience, these conversations offer me relief and build trust in the relationship. The chats are never as hard as my spinning anticipatory thoughts make them out to be!

Open dialogue is crucial to maintaining happy and healthy relationships. Be willing to be the first to talk. Be sure to let the other person know that the tension you feel between you and them doesn't affect their value or your ability to perceive their value. Be kind and generous. Ask for their perspective and seek understanding. Reassure them that you feel it is strange that there exists such tension between you two because you see them as a fundamentally good person.

Approach strained relationships with empathy, understanding that it is complex. Acknowledge the other person's feelings and experiences, even if you don't fully agree. Use "I" statements to express how you've been impacted, avoiding blame or accusations. Seek to understand their motivations and constraints. Suggest solutions that address both parties' needs, demonstrating a collaborative, problem-solving mindset. Small gestures like remembering personal details or offering assistance can also go a long way in rebuilding trust and goodwill. Leading with empathy creates the conditions for mutual understanding to take root.

Empathy is often a good first step in repairing a strained client relationship. Start small. Find an issue (no matter how small or trivial) that is a pain point for both parties in the relationship. Try various communication methods out to see if you can work through that issue. From there, the relationship starts building momentum and you have more confidence. Repairing relationships does not repair itself in a day. Once you have the smaller issue settled, use empathy in bigger pain points and barriers that are at the crux of a strained business relationship.

90% of life is showing up. Those who get to 100 take action to make it happen. If the client relationship is strained, you must follow through on whatever actions you say you will. No matter how big or small. Even if you can not get exactly what the client wants within your organization, tell them you can not repair that issue right now. Then offer a timeline when the issue can be reproached. Finally, select a new item to take action on (and that you know you can implement) to rebuild the cleint relationship. Action shows that you are 100% committed to rebuilding the trust between parties to repair the client relationship into a solid, healthy place.

Whether you can point to specifics or not, if there's a strain in the relationship, trust is not strong. To build trust, don't guess at what this looks like for them. With humility, ask. Set a 1:1 and go first. Acknowledge that things are off in the relationship and you'd like to build the relationship. Here are a few questions to consider: "When things are going well with us, what is present?" "What is something you'd appreciate more of?" "One thing that builds trust for me is when projects are finished on time. What builds trust for you?"

Building trust is more than just coming through for the client. It is also about mentioning when you can not get something the client wants. A good relationship builder will say "While I can not deliver on X right now, what is another major issue in the relationship we can tackle together." Lastly, agree upon a time to revisit ongoing client issues that can not be addressed in the interim. It shows that you are not "hoping the issue goes away" and genuinely have the best interest of the client at heart.

At 18, I moved to Argentina for missionary work and struggled to get along with my roommates. Seeking advice, my father shared that he and my mother never discussed minor annoyances, focusing instead on their shared values and mutual respect. Inspired, I adopted this approach, emphasizing our common mission over personal grievances, which turned challenging relationships into lifelong friendships. This experience taught me the importance of aligning with an organization's values; when alignment exists, embracing and serving others can resolve conflicts, otherwise, finding a more resonant environment might be necessary.

Professional relationships can be strained for all sorts of reasons. Beliefs and values may differ. If people keep going along same trajectory, neither party may seem to make headway…this the strain. Exploring factors that are supporting or hindering certain values , beliefs and goals helps to pinpoint agitations. There may also be psychological issues at play. When psychological issues are suspected, step back…it may resolve when effected parties have time to think through own issues. Once issues are determined ..problem solve.. show empathy if suitable. Communicate on whatever platform. Negotiate…set boundaries..build trust, maintain efforts …review and adapt as necessary.