Every leader knows the frustration of dealing with team members who resist change or growth. It’s a significant hurdle that can prevent your practice from moving forward.
When faced with this, the most important question to ask is: “What’s truly behind this person’s mindset and behavior?” Often, the answer isn’t a deliberate attempt to undermine your plans. Instead, it’s usually rooted in everyday human tendencies.
Here are some common reasons why team members might be struggling:
Disorganization or procrastination: They might be focused on their current workload, leading to missed opportunities or delaying new goals until they feel “caught up.”
Distraction: Personal issues outside of work or even office dynamics can divert their focus, making it hard for them to concentrate on key tasks.
Habit: Both long-term employees and new hires can be deeply ingrained in their routines. Habits are tough to break, even when a new approach is clearly beneficial.
Fear of mistakes: Adopting new methods means doing things at which they’re not yet proficient. The fear of looking bad, being embarrassed, or facing criticism can make them hesitant to try.
Unclear expectations: Sometimes, the issue isn’t unwillingness but a lack of understanding. What’s perfectly clear to you might not be to them. They might need more explicit, step-by-step guidance to connect the dots.
Before considering the costly and disruptive process of replacing a team member (which offers no guarantees of a better outcome), a personalized, supportive approach is often best. Dedicating a few extra minutes each day to help a team member align with your goals (or even scheduling a weekly brainstorming session in a supportive environment) can significantly boost their motivation, focus, and accountability. This investment in your team can foster progress and strengthen your entire operation.
