What do you do if your team members in a facilitation role are resistant to building strong relationships?

1 Assess Causes

Understanding why team members are resistant to building relationships is crucial. Start by having open conversations to uncover any underlying issues. It could be a matter of personal style, past experiences, or even the current team dynamics that are causing hesitation. Listen attentively to their concerns and show that you're there to support them, not to judge. This step is about gathering information and showing empathy, which can often begin to break down barriers on its own.

2 Set Expectations

Clearly communicating the importance of strong relationships within the team can help set expectations. Explain how collaboration and trust lead to better problem-solving and a more enjoyable work environment. Emphasize that while building relationships takes effort, the benefits are worth it for both individual and team success. Encourage your team to embrace a growth mindset where developing interpersonal skills is seen as a valuable part of their professional development.

3 Facilitate Interaction

Create opportunities for interaction that don't feel forced. Organize team-building activities that are fun and engaging, or simply encourage informal social interactions like coffee breaks or lunch outings. The key is to provide a comfortable setting where team members can get to know each other beyond work tasks. These interactions can lay the groundwork for stronger relationships and improved teamwork.

4 Encourage Empathy

Encouraging empathy among team members can help them understand the importance of relationships. Use role-playing exercises to help them see situations from their colleagues' perspectives. This can foster a deeper appreciation for diverse viewpoints and create a more inclusive environment. When team members feel understood and valued, they're more likely to invest in building strong relationships.

5 Provide Training

Offering training on interpersonal skills and communication can equip team members with the tools they need to build relationships. Workshops on active listening, conflict resolution, and emotional intelligence can be particularly effective. Providing this type of support shows that you're invested in their growth and willing to help them overcome any reluctance they may have.

6 Monitor Progress

Finally, keep an eye on the progress being made. Recognize and celebrate improvements in team dynamics and highlight examples of successful collaboration. If resistance persists, consider one-on-one coaching or mentoring to provide more personalized support. Monitoring progress helps maintain momentum and ensures that relationship-building remains a priority for your team.

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?