What do you do if your team members are resistant to building strong relationships with executives?

1 Identify the barriers

The first step is to find out what is holding your team members back from building relationships with executives. Is it fear of rejection, lack of confidence, lack of interest, lack of time, lack of skills, or something else? You can use surveys, interviews, feedback sessions, or observation to gather this information. Try to empathize with your team members and understand their perspectives and challenges. Avoid making assumptions or judgments, and focus on listening and learning.

3 Provide the support

The third step is to provide the support your team members need to build relationships with executives. This may include training, coaching, mentoring, feedback, or recognition. You can also create opportunities for your team members to interact with executives, such as inviting them to meetings, events, presentations, or projects. You can also introduce them to executives, recommend them for assignments, or endorse them for recognition. You can also model the behaviors and skills you want your team members to emulate, such as being respectful, confident, curious, and proactive.

4 Address the challenges

The fourth step is to address the challenges your team members may face in building relationships with executives. This may include dealing with rejection, criticism, conflict, or competition. You can help your team members overcome these challenges by providing them with feedback, advice, encouragement, or mediation. You can also help them cope with stress, frustration, or disappointment by offering them support, empathy, or resources. You can also help them celebrate their successes and learn from their failures by acknowledging their efforts, achievements, or improvements.

5 Monitor the progress

The fifth step is to monitor the progress your team members make in building relationships with executives. You can use indicators such as frequency, quality, depth, and impact of their interactions with senior leaders. You can also use feedback from executives, peers, or customers to evaluate their progress. You can also use self-assessment tools or surveys to measure their satisfaction, confidence, and motivation. You can also use goals, milestones, or benchmarks to track their performance, outcomes, or results.

6 Adjust the strategy

The final step is to adjust your strategy based on the progress your team members make in building relationships with executives. You can use the data and feedback you collect to identify what is working and what is not, and make changes accordingly. You can also use the insights and lessons you learn to improve your own skills and relationships with executives. You can also use the results and impacts you achieve to demonstrate the value and benefits of building strong relationships with senior leaders.

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?