Turning skeptics into allies: running effective team-building sessions
“It feels like forced fun.”
“I’d rather spend the time actually working!”
“If we have to do another one of those ‘icebreakers’, I’m out.”
Team-building sessions often come with resistance, but when done right, they can transform a group of individuals into a cohesive, high-performing team. The trick? Winning over even the most reluctant participants.
So how can you engage your staff to participate in your next team-building session?
How do you address their concerns?
How can you turn a reluctant participant into an ally who is ready to help you plan the day?
Listen to their concerns
Before you start booking venues or picking activities, have a chat with your team—especially the skeptics. Ask them what’s holding them back:
Do they hate awkward icebreakers?
Worry about wasting time?
Feel like it’s all fluff with no substance?
By addressing their concerns upfront, you’re showing that their opinions matter. This simple act of listening can go a long way in building trust and opening the door to genuine engagement.
Have a clear goal in mind (and share it!)
Why are you organising a team-building session in the first place? To build trust? Break down silos? Solve a recurring problem? Whatever the goal, make it crystal clear to your team.
You can also explain how the activities can directly benefit the team’s day-to-day work like “improving communication to avoid those endless email chains” or “improving collaboration so deadlines don’t feel like sprints to the finish line.”
When participants see the value of what you’re trying to achieve, they’re more likely to buy in.
Engage reluctant participants in the planning process
If you want to turn a skeptic into an ally, give them a seat at the planning table. Involve them in choosing activities or brainstorming ideas for the session.
For instance, present a few options:
A collaborative problem-solving activity
A creative brainstorming session
Something a little outside the box (but still work-relevant)
When people feel like they’ve had a say in what’s happening, they’re much more likely to engage on the day.
Avoid “forced fun”
One of the quickest ways to alienate participants is by choosing irrelevant activities.
Carefully pick exercises that :
Feel natural
Relate directly to your team’s work
Encourage real collaboration
Authenticity is key. If an activity feels like a stretch and a little artificial, skip it.
Mix up activities
Not everyone thrives in a high-energy game or a fast-paced idea generation exercise. By offering a mix of activities—some collaborative, some individual, some structured, and some creative—you can cater to different personalities and preferences.
For example:
Pair group discussions with quiet reflection time
Alternate between verbal exercises and written ones
Give introverts space to shine alongside extroverts
Variety ensures everyone can contribute in a way that feels comfortable and meaningful.
Make team-building part of your culture
The best team-building doesn’t happen in a one-off session. It’s an ongoing process woven into your day-to-day work. Simple practices like starting meetings with a quick team check-in, celebrating small wins together or doing a quick 10 min problem-solving exercise can build stronger relationships over time, making larger team-building events feel less daunting.
What’s in it for your team?
Team-building days allow people to focus on their work as a unit rather than on their individual tasks. It brings a lot of benefits such as improved communication, reduced conflicts, better problem-solving and increased employee motivation.
By listening to concerns, setting clear goals, involving participants in planning, and choosing activities that resonate, you can turn reluctant participants into enthusiastic allies. With the right approach, team-building stops being “forced fun” and becomes an opportunity for meaningful connection and growth.
If you're currently organising your own team-building session and need some help, book a free 30 min call and we can explore how to get your team onboard.