What do you do if your new team is resistant to trust and rapport-building strategies?

Communicate openly and honestly: Be transparent and tell the truth, even if it's awkward. Show empathy: Be empathetic to the problems your team is facing. Listen actively: Ask engaging questions to show interest in the other person's point of view. Support your team: Demonstrate accountability and integrity, and address issues promptly. Encourage collaboration: Recognize excellence and reward it, and encourage personal and professional growth. Use nonverbal communication: Monitor your body language, eye contact, and gestures to convey openness and ease.

Depending on the previous experience, a team could react differently to a new leader. As a leader you must understand this, and assess the situation to find root causes. Addressing these causes individually and collectively will be key for the team and it’s performance.

1. For me I will say it's okay, for a team member not to feel trust at the beginning, because "TRUST IS EARN" 2. We all have this experience at first, but as time goes by we tend to build trust in others. So, I will have a genuine open-minded conversation with the team member. 3. Share any related experience I had, and how I was able to work with others by working on building trust with them. 4. The end goals need to be considered, I will share the perspectives of the members and the vital role of why "TRUST is a CATALYST" in achieving things. 5. Then allow the team member to ease his/her to grow alongside others and earn the trust accordingly without forcing him/her into action but respond as expected with unwavering devotion to work.

Take the time to understand why your team is resistant to trust-building strategies. Is it due to past experiences, organizational culture, personality differences, or other factors? Understanding the root cause can help you tailor your approach. Communicate the importance of trust and rapport-building to the team openly and consistently. Clearly articulate the benefits of trust for team cohesion, collaboration, and performance. Create opportunities for team members to collaborate on projects and tasks. Encourage teamwork, idea-sharing, and collective problem-solving to foster a sense of camaraderie and trust among team members.

Be patient: It can take time and work to build trust. Be understanding: Try to understand where your team members are coming from. They may have had bad experiences in the past, or they may be dealing with personal or professional challenges. Be caring: Show your commitment to your team's success and make a supportive environment. Communicate openly and honestly: Be clear and frequent in your communication. Demonstrate accountability and integrity: Show vulnerability and empathy. Support and empower your team: Encourage collaboration in setting expectations.

1. This is where Assertiveness and Authenticity will come into play for me. Thereby progressing through every phase of our work as a team. 2. Open-minded conversation that spurs communication without sentiment, resentment or favouritism that can damage what is supposed to be built up. 3. Then allow individuality to play out genuinely into collectivity for greatness and hopes for thriving. 4. I thrive more in an atmosphere of peace, love and trust. We just have to work things out. It is what it is! 5. "We" and not "I" anymore, it is a team. So, we give it what it will take us through continuous communication and responsibility.

Communicate clearly: Share your vision, expectations, and feedback with your team. Listen actively and empathically to their concerns and ideas. Involve them in the process: Seek their input and make them feel valued. Foster communication: Meet with individual team members and encourage collaboration. Be transparent: Lead with vulnerability, transparency, and empathy. Show your appreciation: Celebrate successes and build positive relationships. Exhibit leadership qualities: Follow through on your promises, work alongside your team, and trust your team.

I‘ve found great success in leading from the front. If you reprimand your team for being 5 minutes late, when you yourself can come and go as you please, you will quickly build a resentful culture. If you push your team to make more calls, or stay late to finish a project, but you aren’t there with them? You will quickly lose respect and trust. You need a team who is proud to work as hard as you, knowing that you set the pace and tempo. If you want someone to do something, you need to be the one who’s willing to give them that example everyday.

1. Life is to be lived, and with genuineness, so leading by example is very crucial to the growth of any committed cause of a leader. 2. My character and actions must align with my words to show and lead in a manner that is visible to emulate without forcing myself on the team. 3. But to guide, and relate in a way that allows for truth, love, and peace that will ease "Trust Building" for the goals, vision and mission commitment. 4. Thereby allowing feedback, suggestions, observations, ideas and learning from the team's brilliant perspectives for us to keep growing and for the team to reciprocate genuinely that way a cord has been struck. So greatness is possible!

Trust is earned and not passed on by taking ownership or lead roles. We cannot force trust or team bonding. Demonstrate and earn trust

You can’t TELL your team they MUST build trust and rapport… you have to allow them to see it and WANT it for themselves! Highlight some examples and situations where increased trust and rapport would have resulted in a better outcome. Hold an open discussion with the team asking them to identify what could have improved that situation and guide them until THEY come up with the solution of needing more trust and rapport. Once they’ve reached that conclusion, task them with coming up with a solution on HOW to achieve that. When it’s THEIR decision, they will buy into the process… unlike if it’s enforced upon them.

Building trust takes time and consistent effort. Be patient, empathetic, and persistent in your rapport-building strategies. One effective strategy could be to do the unexpected. Occasionally surprise your team members and colleagues with small gestures. It could be a thank-you note, a virtual coffee break, or acknowledging their achievements publicly. These surprises strengthen bonds and create positive interactions.