You're facing a trust issue with a client post-facilitation. How can you rebuild that crucial bond?

1. Acknowledgement of issue 2. Put yourself in the client's position and figure out how you would have liked the issue to be solved 3. Acting on it 4. Learn from it 5. Most importantly. Be honest with everyone and you will have the same back to you eventually... 6. It's a lot easier to fix actual problems than fix trust issues. So, don't put yourself in that position - be trusted ??

Being quick the sense it and proactive to address the root cause will help mitigate it to a large extend. Setting the expectation right, showing the extended (as much possible)detailed plan of action & flow of work helps both the parties to establish achievable timelines & accountability. Which enables client to rely objectively. Introducing them to escalation matrixes & openess to reach out builds strong sense of transparency. Making them interact with existing clientele also adds up to rebuilding the trust.

Trust depletion in any relationship may weaken the entire equation.It is very critical to acknowledge the concern proactively. A reactive acknowledgment may not be conducive for wiping out the trust deficit. Also knowing clients view on what he thinks are the reasons of deviations which occurred.If the clients view suggests that deviation are because of factors which are well within the your capacity then mending such situation is quite difficult may require efforts and results which can exceed his expectations. On the other hand if thinks that deviations are due to certain uncontrollable external factors then it is relatively easy to handle.

Facilitation is a hard job. Balancing agendas and egos. Making sure the group discusses the “real issues” while not wasting time in unproductive conversations. But the most important rule of facilitation is, it’s their meeting, not yours. You’re just there to help them on their journey. Always be open to feedback. If you did something you should not have done, (Lord knows I have) acknowledge the feedback. Grow from it. And let them know they’re so much more important to this process than you are. Trust is essential, so do everything you can to reclaim it.

Rebuilding trust with a client after a facilitation issue requires a thoughtful and strategic approach. While all the listed options are important, Acknowledge Concerns is the best first step for the following reasons: Acknowledge Concerns (Primary Strategy) Validation: Acknowledging the client's concerns shows that you understand and respect their feelings. It helps validate their experience and demonstrates empathy. Transparency: This approach opens the door for honest dialogue, which is essential for rebuilding trust. Foundation for Resolution: By acknowledging concerns first, you lay the groundwork for further actions, making it easier to implement the other strategies effectively.

Continuous communication is key. No need to redevelopment a relationship if you never continually communicate and work together. There is always a solution, if not, there isn't a problem.

Establish from the beginning the comfort level to have open dialogue between you and your client. Clients need to know that they can freely speak their mind and share their concerns with you as their coach. Then address the issue so it doesn’t magnify and destroy the relationship.

Transparent honest synergistic communication helps both parties understand each other as well as creating a foundation that incites trust. Acknowledging, affirming and displaying that you understand their perspective while valuing their voice is imperative to building, maintaining and even reestablishing trust!

Communication is key. As a team you are able to solve many issues that arise no need to redevelop relationships. There are always solutions if you work as a team

Every time I am faced with a difficult conversation I begin by preparing it. There is a great book called Difficult Conversations written by 4 Harvard Professors that explains the steps to prepare and face this type of conversations. If you add mindfulness to the method they propose, you will be more focused on what needs to improve (the problem) and, at the same time, more aware of what the client really needs and feels and how you feel and what you need. It is very importan to hold limits even if the concerns are true.

I’m good & can accept my follies: The biggest lacunae in any facilitation exercise is denial in respect of deliverables and conduct. Facilitation is a subjective activity and quantification is not an easy task. The success parameters are judged by the client which can vary enormously. Pre-engagement ensure correct understanding of desired outcomes; explanation of process and rationale of deliverables. Pre - session ensure comprehension of above by participants. Still there may be some mistakes due to administrative constraints and/or facilitator’s conduct. Accept gracefully and make amends diligently.

There isn't an easy answer to this one but structured, honest reflection goes a long way. I find that starting with clarity on the type of facilitative role you were in when trust broke down is the vital starting point. Were you in consultative facilitation, learning facilitation, process facilitation or something else? Did you play that role well or did you switch roles unconsciously at some point? Next, consider the history of the relationship - did trust breakdown in a pre-existing relationship or a new one? Do you have continued future opportunities to rebuild trust or is it a short-term association? And finally, how important is the discomfort for the growth of the individual, your relationship and for achieving the intended outcomes?

I believe that a members of a high-performing team hold themselves accountable for the work they are responsible for. They understand that underperforming or not meeting goals affect the entire team and are willing to remain accountable to ensure they do not contribute to a less effective team. Team members are willing to be honest about their efforts and speak up when they are unable to meet deadlines.

Acknowledging and being self aware aids in creating a solid foundation or repairing a damaged foundation where trust has been lost or needs to be established. No one is perfect and we all make mistakes at some point in our lives. Displaying a high level of accountability helps others to follow in your path and they become are more willing to give grace because they see it in action.

One of the most liberating experiences in my life is to fully embrace my contribution to a problem. If you avoid or underestimate your contribution, you are adding to the problem instead of learning form what happened. In my opinion and practice being accountable is about holding yourself responsable for your results (good or bad) with acceptance and curiosity.

everything that occurs during the session can be used for learning. If the session is being facilitated well, there may well be triggers or challenges that are brought to the surface - the key is in managing them quickly and effectively for what they are: insights into that person's experience and past. For me, a great session is when things like this arise - we are getting to the discomfort, we are beneath the surface, and if we delve professionally and consciously, we have the opportunity to re-solve something.

Even if the relationship is broken beyond repair, you can always learn from your mistakes. Of course you can (and most likely should - depending on the person ??) try to repair the relationship. But sometimes hindsight is 20/20 and it’s just too little too late. You can still have an action plan. You can still look back on what went wrong and think about what you’d do differently next time. Could I have prepared better? Could I have communicated better? Was everyone on the same page about the expectations? Finally, something I’m actively working on getting better at: Did I need help? What supports, and which people would I bring onboard if I got to do it all again? It’s never too late to do better next time.

manter uma comunica??o ativa e entrega constante sempre alinhando com o cliente quais s?o as reais espectativas e prioridades aplicando a metodologia ágil e tratando o backLog n?o com sua vis?o mas sim com as premissas do cliente.

One thing I find impactful is asking for feedback on your progress. Take notes from what they say, repeat it back to ensure a clear understanding. Then begin to implement a strategy that will foster a positive connection & trust betwixt those involved. Doing so signifies that one is actively working towards improving the dynamic. When they see one putting forth the effort to make improvements and changes they are more willing to accept the apology and allow grace. It will definitely take time, so don’t rush the process. Especially when one is reestablishing trust. Patience is truly a virtue in that scenario.

My Integrity is my strength My Strength is my Brand:: You would be challenged multiple times, by clients; participants; your team members or yourself. Always ensure integrity and honesty are positioned as your strengths and that is your brand identity. Any contingencies you’ll ever face will be seen in the light of your intent and not as an aberration.

For me, it's crucial to uphold integrity while remaining humble and honest; have an open communication. However just a side note; it's natural for challenges to arise, particularly when expectations between both parties aren't properly aligned.