How to Win the Trust of Detractors

Trust is often considered the foundation of any successful relationship, whether in personal or professional contexts. In the workplace, trust is particularly vital as it facilitates cooperation, enhances communication, and drives positive outcomes. However, there are always detractors—individuals who may challenge or resist efforts to establish trust. Navigating conversations with detractors requires strategic thinking, empathy, and a commitment to resolution. 

This article offers both theoretical insights and practical applications for building trust and engaging with detractors in a PreK–12 professional environment.

Who are the detractors and why are they important

Detractors are individuals who resist or challenge an idea, decision, or course of action. In the workplace, detractors can be vocal critics, skeptical team members, or those who struggle to embrace change or new initiatives. They may actively oppose certain ideas or merely exhibit passive resistance, which can manifest as non-participation, disengagement, or subtle undermining. While detractors can sometimes be viewed negatively, their role in the resolution process is important. Engaging with detractors provides valuable insights into potential concerns, misunderstandings, or overlooked details. Rather than dismissing detractors, it is crucial to understand their perspectives in order to address their concerns and move forward in a constructive manner.

In the context of trust-building, detractors are important because their skepticism often stems from unmet needs, fears, or previous negative experiences. Addressing these concerns head-on can ultimately strengthen relationships and foster mutual respect. Recognizing the influence that detractors have on the group dynamic is essential for resolving conflicts and finding solutions that are acceptable to all parties involved.

Struggling with resistance on your team? Working With Difficult & Resistant Staff offers real-world guidance to help school leaders foster positive change—even in the face of pushback.

Powerful strategies to turn resistance into trust, one connection at a time

Strategy 1: Identifying detractors (influences and concerns)

The first step in effectively managing detractors is to understand the underlying influences and concerns that drive their behavior. In the workplace, individuals may become detractors  due to several factors, including previous experiences, personal values, perceived threats to their status, or concerns about the impact of change on their role (Mayer, Davis, & Schoorman, 1995).

To identify detractors, leaders must be observant and take a proactive approach in engaging with team members. One effective way to identify potential detractors is to listen actively to their concerns.

This can be done by facilitating one-on-one meetings, conducting anonymous surveys, or fostering an environment where open communication is encouraged. 

In many cases, detractors may not express their concerns directly, but instead communicate their skepticism through non-verbal cues or subtle behaviors. For example, they may avoid meetings, disengage during discussions, or resist offering support for new initiatives. Recognizing these signs is crucial for initiating conversations with detractors and uncovering the root causes of their concerns.

Strategy 2: Building bridges through dialogue

Once detractors have been identified, the next step is to engage in meaningful dialogue that fosters trust and understanding. Dialogue serves as a critical tool in building bridges between differing perspectives and finding common ground (Patterson, Grenny, McMillan, & Switzler, 2012). Engaging in open and honest conversations with detractors requires both empathy and assertiveness.

The first element of successful dialogue is active listening. Listening attentively to the concerns of detractors without interrupting or becoming defensive helps to build rapport and create an atmosphere of trust. By acknowledging their feelings and validating their concerns, leaders demonstrate respect for differing viewpoints and promote collaboration. This approach can lead to more productive conversations, where both parties feel heard and understood.

Improve teacher retention by strengthening your leadership impact. Start with six clear, proven steps from the book Establishing a Lasting Legacy by Becky Jo Evers-Gerdes and Ryan Siegle.

Another important aspect of building trust through dialogue is transparency. Being open about the reasoning behind decisions or actions can help alleviate skepticism and build credibility. Leaders should be prepared to provide evidence, explain the rationale behind their decisions, and address any misunderstandings that may have led to resistance.

Finally, it is important to approach conversations with a spirit of collaboration. Instead of framing discussions as adversarial, leaders should position the conversation as an opportunity for mutual learning and growth. This can be achieved by asking open-ended questions, encouraging feedback, and involving detractors in problem-solving processes. 

Why age and experience matter in building strong workplace trust

One of the challenges in building trust in a diverse workplace is navigating generational differences. As workforces become more multigenerational, understanding how age and experience influence perceptions of trust is critical. Different generations may have distinct communication styles, values, and expectations, which can impact the way trust is established and maintained (Campbell & Tsurumi, 2016).

For example, Baby Boomers, Generation X, Millennials, and Generation Z all bring unique perspectives to the workplace. Baby Boomers may prioritize stability and loyalty, while Millennials often seek purpose-driven work and value work-life balance (Twenge, Campbell, & Freeman, 2012). These differences can sometimes lead to misunderstandings or clashes, particularly in relation to trust-building. Older generations may view younger workers as entitled or lacking commitment, while younger generations may perceive older workers as resistant to change or out of touch with modern technology.

To bridge these generational divides, leaders must recognize the importance of adapting their communication and trust-building strategies to accommodate different perspectives. For example, Baby Boomers may place a high value on face-to-face interactions and formal communication, while Millennials and Generation Z may prefer digital communication and quick, transparent exchanges. Understanding these preferences can help leaders tailor their approach to each generation’s needs.

Moreover, leaders can leverage the strengths of each generation by fostering cross-generational collaboration. Pairing experienced employees with younger team members can create opportunities for mentorship, knowledge-sharing, and mutual respect.

Examples of successful strategies for building trust with detractors

Case study 1: A school district’s effort to address teacher concerns

In a large school district, a new administrative policy was met with resistance from a group of teachers who felt that their voices were not being heard in the decision-making process. The district administration identified these detractors and invited them to participate in a series of focus groups.

During these meetings, administrators actively listened to teachers’ concerns, acknowledged their frustrations, and provided clear explanations for the policy changes. By including teachers in the conversation and making adjustments to the policy based on their feedback, trust was gradually rebuilt. This collaborative approach not only alleviated resistance but also strengthened the district’s commitment to continuous improvement.

Case study 2: Addressing resistance to a new curriculum

A district implemented a new curriculum to improve student engagement and academic performance, but several teachers expressed concerns about the transition. They felt the curriculum was too demanding for students and that it undermined established teaching methods. The district responded by holding a series of workshops where teachers could voice their concerns and ask questions. Administrators also provided ongoing professional development opportunities to help teachers feel confident in their ability to implement the new curriculum effectively. 

Case study 3: A high school’s efforts to engage parents in a school improvement plan

A high school began a school improvement plan aimed at increasing graduation rates, but some parents were skeptical of the new initiatives. They were concerned that the changes would not address the real issues affecting students. In response, the school organized a series of town hall meetings to discuss the improvement plan. During these meetings, school leaders provided data on student performance, outlined the goals of the plan, and listened to the concerns of parents.

Reflective questions

The following reflective questions can help you deepen your understanding of the strategies discussed in this article:

1.  How do you typically approach conversations with individuals who resist your ideas or decisions?

2.  What role does empathy play in your interactions with detractors, and how can you cultivate more empathy in these conversations?

3.  Reflect on a past situation where trust was broken. What actions could have been taken to prevent or resolve the issue?

4.  How do you adapt your communication style to engage with people from different generations or backgrounds?

5.  What steps can you take to identify potential detractors early on and address their concerns proactively?

Turn resistance into an opportunity for growth

Building trust and navigating conversations with detractors is a critical skill for leaders in any setting. Understanding the concerns of detractors and engaging in meaningful dialogue allows leaders to turn resistance into opportunity. Strategies like active listening, transparency, and collaborative problem-solving can help build bridges and foster trust across diverse perspectives.

Understanding generational differences and adapting communication styles can enhance trust-building efforts in multigenerational workplaces. Through case studies, we can learn from real-world examples of successful trust-building strategies and apply these lessons to our own professional environments. As we engage with detractors, it is essential to remain committed to open, honest, and empathetic dialogue in order to build stronger relationships and foster a culture of trust.

Ready to transform your team’s growth? Start using Avanti today for free and explore tools that support collaboration, empower educators, and drive real results.

References

Campbell, M., & Tsurumi, M. (2016). Generational differences in communication styles in the workplace. Journal of Organizational Behavior, 37(2), 303-320.

Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20(3), 709-734.

Patterson, K., Grenny, J., McMillan, R., & Switzler, A. (2012). Crucial conversations: Tools for talking when stakes are high. McGraw-Hill.

Twenge, J. M., Campbell, S. M., & Freeman, E. C. (2012). Generational differences in social-networking and other communication technology usage: What we know and what we need to know. Psychology of Popular Media Culture, 1(2), 104-121.