A team member is resistant to joining a team-building activity. How can you encourage their participation?

In my experience, resistance to joining team activities requires the leader to be compassionate, respectful and patient. Opening a 1-1 conversation, actively listening and building trust will enable a better understanding of the reasons for resistance. Once the leader gains insight, underscoring the value of staff involvement is next. Invitations to join in follow.

O principal objetivo para incentivar a participação em atividades de formação de equipe é entender a relutância do membro. Ouça suas preocupações com empatia, pergunte o motivo da resistência e busque ajustar a atividade conforme necessário. Isso ajuda a criar um ambiente mais colaborativo e inclusivo. Para estas situações, realizar reuniões 1-1 é muito importante.

Listen first. Find out what is going on. A team is a deeply integrated web of communication. Odds are, something is unsaid. If it isn't clear to you, use your team.

*Understand their Hesitation: Have a private conversation. *Address their concerns: Provide reassurance if they are worried about feeling uncomfortable or judged, and reassure them that the activity is meant to be fun and supportive. clarify the purpose and explain the benefits of the activity, such as fostering better teamwork, improving communication, etc.. *Create a welcoming environment: choose the activities that are inclusive and cater to different personalities and comfort levels. Team support encourages the rest of the team to be supportive and welcoming creating a positive atmosphere.

This is a common experience that I deal with with some of my team members in almost every organization I’ve worked in. One interesting fact I’ve noticed is that introverted team members often feel comfortable and have fun around me, or only with me. This is because I try to understand each person and approach them differently. I would approach the team member with empathy, explaining the benefits of the activity for both personal and professional growth. I would also seek their input on how to make the activity more appealing and relevant to them, ensuring they feel heard and valued. By fostering an open dialogue and highlighting the positive outcomes, I aim to encourage their participation.

In my experience, describing and exercising the benefits of communicating value to both the team and individual members emphasizes the development of crucial. Skills and relationships. This understanding fosters motivation and ensures active participation, ultimately strengthening team dynamics and productivity.

Enfatizar o crescimento contínuo, reforçando a ideia de que a formação de equipes é uma parte contínua do desenvolvimento profissional e pessoal, e não apenas um evento isolado, alcançar objetivos pode inspirar e motivar os membros da equipe.

Comunicar valor é crucial para o desenvolvimento. O ponto chave é explicar claramente o propósito da atividade e buscar entender a opinião do membro da equipe para encontrar uma solução conjunta. Destaque os benefícios pessoais, como desenvolvimento de habilidades e oportunidades de crescimento. Além disso, mostre empatia e mantenha um diálogo aberto.

Es importante que haya valor para la organización, pero así también, para las personas. Visualizar qué ganan con la formación, hacer énfasis en el valor de desarrollar nuevas competencias para los tiempos que vienen, comunicar cómo adquirir nuevas herramientas los llevará a ser mejores profesionales y estar mejor preparados para los desafíos futuros.... What´s in it for me?

Acredito ser possível mais de um caminho. Abordar a pessoa para entender a resistência de forma empática é uma estratégica. Mas acredito que identificar formas de participação também seja um caminho interessante. É importante que as atividades pensadas para grupos possam prever diferentes formas de participação, com o objetivo de criar espaço para um envolvimento gradativo. Dessa forma, pode-se ter num mesmo grupo : um "bom ouvinte e observador", um líder participativo, aquele "bom fazedor de perguntas", a pessoa que "pensa fora da caixa" e muitos outros papéis possíveis num processo formativo que deseja engajamento e fortalecimento do trabalho em equipe.

Offer different levels of participation and roles, respecting reluctant team members' comfort zones while providing opportunities for involvement. This ensures everyone can contribute in a way that feels like working within a psychologically safe and well-managed environment.

Dar opções de participação, permitir que os membros da equipe escolham o nível de envolvimento com o qual se sentem confortáveis. Por exemplo, eles podem optar por observar inicialmente antes de se envolverem ativamente.

A veces no podemos ser tan flexibles.... necesitamos cumplir plazos, cerrar ciclos, implementar nuevas formas de hacer las cosas. Más que flexibilidad, es facilitar la transición aterrizando los temores o inquietudes de las personas.

Flexibility is crucial in encouraging reluctant team members to participate. Offer different levels of participation or various roles that might be more comfortable for them. This approach shows respect for their comfort zone while still allowing them to be involved in a way that feels safe and manageable.

Si las personas sienten que son parte de una organización que castiga los errores, las personas no se animarán a tomar nuevos desafíos. Para que salgamos de la zona de confort, debemos sentir que tenemos espacio al error y que no nos juzgarán por ello

Der confiança e encorajamento sempre, aplicar feedbacks positivo e encoraje os esforços, independentemente dos resultados, isso ajuda a construir confiança e motivação.

Assure team members that it’s a safe space to explore, make mistakes, and grow. Pairing them with an enthusiastic buddy can foster camaraderie and make the experience less intimidating, enhancing their confidence and participation.

En algunos casos a mi me ha resultado útil acompañarlos en el proceso de adaptación inicial ayudándolos a corregir el error sin juzgarlos para que vayan obteniendo confianza, integrando a otros compañeros en el camino para ayudar y así soltarlos.

Creating a supportive and non-judgmental environment is essential. Assure the team member that the activity is a safe space for exploration, mistakes, and growth. Pairing them with an enthusiastic buddy can provide camaraderie and make the experience less intimidating.

Highlighting the positive outcomes of past team-building activities is key. Sharing success stories of how these activities have enhanced team performance and personal development can inspire reluctant team members. Demonstrating tangible benefits helps them see the value of their participation.

Mostrar o impacto no trabalho diariamente, seja espelho de como as habilidades e relacionamentos desenvolvidos nas atividades de formação de equipes têm um impacto positivo no trabalho diário e na colaboração dos objetivos.

Recognizing and highlighting the positive outcomes of past team-building activities is essential. Emphasize how these activities have improved team performance and contributed to personal development. Sharing success stories can inspire reluctant team members by demonstrating the potential benefits of participating.

In these scenarios, I typically suggest they start with smaller tasks or observe initially before fully engaging. This approach helps team members become comfortable at their own pace, eventually leading to full participation.

If a team member is reluctant to join a team-building activity, there is likely a lack of psychological safety in the individual's relationship to the team, the org or potentially the leader. Investigate and ponder what could be the missing ingredient. Are they appreciated? Heard and acknowledged? Involved? Trusted? Supported? If you're unsure, connect with them outside of the team activity. Get curious. Do not force them to participate. Share with them why you would have liked them to participate and how you felt when they didn't. Want them to share with you authentically? Model the the way.

When you are met with resistance, resistance is not the answer. 1 - Lead with curiosity. 2 - Make a conscious effort to listen and be present before you engage. 3 - If you feel like you are reacting to their response, recognize that you have those feelings. 4 - When you listen to the answer, recognize they are telling you something possibly personal. 5 - Ask what would help them feel safe and welcome 6 - When they tell you and you can accommodate, then follow through! 7 - Check in often initially, but don't stop checking in weekly or bi-weekly. 8 - Be humble!!! Even if you think what they say is not valuable, they believe it is! Validate that. Connect before Correct!

1. Involve them in planning: Ask for their input in planning the activity, so they feel more invested and responsible. 2. Emphasize fun: Highlight the fun aspects of the activity and create a relaxed atmosphere. Maybe the pressure to participate is getting to them. 3. Lead by example: Show enthusiasm and participate fully yourself, demonstrating the value of team-building. 4. Address fears: If they're hesitant due to fear or anxiety, offer support and reassurance. 5. Focus on team goals: Explain how the activity will help achieve team goals and improve overall performance. 6. Respect boundaries: Respect their decision if they still decline, but leave the door open for future participation.

Get to know the team member. There may be reasons they can't participate, is it during work hours, after hours etc? Also suggest asking for their insights and what activities would be beneficial for them.