How do you motivate team members who resist?

1 Identify the source of resistance

The first step to motivate team members who resist is to identify the source of their resistance. Is it related to the task, the team, the leader, or the organization? For example, some team members may resist because they feel overwhelmed by the workload, others may resist because they don't agree with the team's vision, and others may resist because they don't trust the leader's competence. By identifying the source of resistance, you can tailor your approach and communication to address the specific concerns and needs of each team member.

2 Listen and empathize

The second step to motivate team members who resist is to listen and empathize with them. Resistance often stems from a lack of understanding or a sense of exclusion. By listening and empathizing, you can show that you care about their perspective and feelings, and that you value their contribution. Listening and empathizing can also help you uncover hidden issues, such as personal problems, that may be affecting their motivation. By listening and empathizing, you can build rapport and trust with your team members, and make them more receptive to your feedback and guidance.

5 Reward and celebrate

The fifth step to motivate team members who resist is to reward and celebrate their efforts and achievements. Rewards can be intrinsic or extrinsic, such as recognition, praise, appreciation, incentives, or bonuses. Rewards should be aligned with the team's goals and values, and reflect the team member's preferences and expectations. Celebration means acknowledging and sharing the team's successes and milestones, and creating a positive and fun work culture. By rewarding and celebrating team members, you can reinforce their motivation, satisfaction, and loyalty.

6 Adapt your leadership style

The sixth step to motivate team members who resist is to adapt your leadership style to suit their needs and preferences. Different team members may respond differently to different leadership styles, depending on their personality, skills, experience, and motivation level. For example, some team members may need more direction and guidance, while others may need more freedom and flexibility. Some team members may prefer a democratic and participative style, while others may prefer a visionary and inspirational style. By adapting your leadership style, you can tailor your approach and communication to match the team member's readiness and willingness to perform.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?