Dealing with a team member resistant to guidance. Are you prepared to navigate their need for autonomy?

When dealing with a team member resistant to guidance, start by understanding their need for autonomy. Recognize that some individuals thrive when given the freedom to manage their work independently. Understanding this need helps you approach the situation with empathy and find a balance between autonomy and guidance.

Assess the reasons behind their resistance. Is it due to a desire for more responsibility, confidence in their expertise, or a misunderstanding of your intentions? Understanding the root of their resistance allows you to address the issue more effectively and tailor your approach to their needs.

People often resist change due to fear of the unknown, loss of control, or concerns about competence. To address this, use a technique called transformational leadership, which emphasizes building trust and emotional connection. Start by acknowledging their concerns empathetically, which can help reduce anxiety and defensiveness. Involve them in the decision-making process to give them a sense of control and ownership. Reinforce the change by highlighting personal and collective benefits, appealing to their intrinsic motivations. By addressing the psychological roots of resistance and fostering a positive, inclusive environment, you can guide them towards embracing the change.

Get to the root of the problem.Offer explanations and engage the employee. Make sure the employee feels safe and try not to be defensive. Provide support and build trust. Encourage two-way communication and provide feedback.

Adapt your leadership style to accommodate their need for autonomy while still providing necessary support. Consider giving them more decision-making power or flexibility in how they approach tasks. Adapting your leadership shows that you trust their abilities and are willing to meet them halfway.

-Listen to your employees -Be respectful to your employees -Empower with responsibility -Encourage conversation and ideas for improvement -Ask for team members' thoughts -Acknowledge what has been said

Encourage open dialogue to discuss their preferences and any concerns they might have. Create a space where they can voice their opinions and feel heard. Encouraging dialogue fosters mutual respect and helps you both find common ground.

-Set clear expectations and goals -Know what the end goal looks like -Be clear on the picture of success -Be clear on who is bringing which strengths to the team -Make employees accountable -Write your expectations down

Set clear expectations that outline both the scope of their autonomy and the boundaries where guidance is required. Define the outcomes and standards they need to meet while allowing them the freedom to determine how to achieve them. Clear expectations provide structure without stifling their independence.

Provide the support they need without being overbearing. Offer resources, advice, or mentorship in a way that empowers them rather than micromanaging. Providing support in a balanced manner helps them feel valued and respected while still ensuring they have the tools to succeed.