What do you do if your team members are resistant to building strong relationships with you as their leader?

1 Understand their perspective

The first step is to try to understand why your team members are resistant to building strong relationships with you. Maybe they have had bad experiences with previous leaders, or they feel insecure about their role or performance. Maybe they have different communication styles or preferences, or they value autonomy and independence more than collaboration. Try to empathize with their perspective and avoid making assumptions or judgments.

3 Show respect and appreciation

The third step is to show respect and appreciation for your team members, both as professionals and as individuals. Respect their expertise, skills, and experience, and avoid micromanaging or undermining them. Appreciate their diversity, strengths, and potential, and support their development and growth. Recognize their efforts and contributions, and reward them appropriately. Also, respect their boundaries, preferences, and needs, and accommodate them whenever possible.

4 Build trust and rapport

The fourth step is to build trust and rapport with your team members, by demonstrating your competence, integrity, and reliability. Show that you are capable and confident in your role, and that you can deliver on your promises and commitments. Show that you are honest and ethical in your actions, and that you can admit your mistakes and learn from them. Show that you are dependable and supportive, and that you can handle challenges and crises effectively. Also, build rapport by showing interest and curiosity in your team members' lives, hobbies, and passions, and by sharing some of your own.

5 Invite feedback and collaboration

The fifth step is to invite feedback and collaboration from your team members, by creating a safe and open environment where they can express themselves freely and constructively. Ask for their input and suggestions on how to improve your leadership style, the team's performance, or the work processes. Solicit their opinions and perspectives on important issues or decisions, and involve them in the problem-solving or decision-making process. Encourage them to give and receive feedback from each other, and to collaborate on projects or tasks.

6 Be patient and persistent

The sixth step is to be patient and persistent in your efforts to build strong relationships with your team members, as it may take time and repeated interactions to overcome their resistance. Don't expect immediate results or drastic changes, but rather gradual progress and incremental improvements. Don't give up or get frustrated, but rather keep trying and experimenting with different approaches and techniques. Don't take their resistance personally, but rather see it as an opportunity to learn and grow as a leader.

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?