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Last updated on 2024年8月4日

What do you do if your team is not responding to your leadership?

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As a leader, you want your team to follow your vision, trust your decisions, and collaborate effectively. But what if your team is not responding to your leadership? What if they are ignoring your feedback, resisting your changes, or undermining your authority? This can be a frustrating and demoralizing situation that can affect your performance, reputation, and morale. In this article, you will learn some practical tips on how to deal with a team that is not responding to your leadership and how to improve your relationship with them.

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Grant Johnson

Product Manager at I-LEAD.
Christian Delgado Cintas

Responsable Recursos Humanos
Cristina - Ioana Nastase

?? Life Coach | Psychotherapist | Career Counselor | Human Resources Consultant

1 Assess the situation

The first step is to assess the situation objectively and identify the root causes of the problem. Why is your team not responding to your leadership? Is it because of a lack of clarity, communication, or alignment? Is it because of a mismatch of expectations, skills, or styles? Is it because of a conflict of interest, personality, or values? Or is it because of a deeper issue of trust, respect, or motivation? By asking yourself these questions, you can gain a better understanding of the problem and avoid making assumptions or jumping to conclusions.

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Cristina - Ioana Nastase

?? Life Coach | Psychotherapist | Career Counselor | Human Resources Consultant
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Try to pin point the moment you lost your team's responsiveness. Ask yourself first what might have triggered their reaction and current behavior. Have open conversations about the situation your each team member individually and with all the team together. Gather as much information and feedback as possible. Stay open to hearing their perspective and make the adjustments needed.

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Sanketh Ramkrishnamurthy

Head HR at AutoRABIT, Seasoned HR Leader | Strategic Talent Management | Employee Engagement Expert | Motivational Speaker & Team Builder
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If my team isn't responding to my leadership, I'd first try to understand why. I'd talk to team members one-on-one to hear their concerns and ideas. Then, I'd adjust my approach, maybe offering clearer goals or more support. If that doesn't work, I'd consider team-building activities or training sessions. Ultimately, I'd keep communication open and be flexible to find what works best for the team's success. As HR, I'd facilitate these discussions, provide resources, and monitor progress to ensure a positive outcome.

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Camila Fares

Mentora de Carreira | Consultora de RH | Especialista em Desenvolvimento Humano Organizacional | Lideran?a | Estrategista em Posicionamento no Linkedin
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Analisar cuidadosamente os motivos subjacentes para a falta de resposta da equipe. Identificar possíveis lacunas na comunica??o, expectativas n?o alinhadas ou outras quest?es que possam estar afetando o desempenho.

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2 Communicate with your team

The next step is to communicate with your team openly and honestly. Instead of avoiding or blaming them, try to listen to their perspectives, concerns, and feedback. Show them that you care about their opinions, feelings, and needs. Acknowledge their contributions, challenges, and achievements. Explain your goals, expectations, and rationale. Clarify your roles, responsibilities, and boundaries. Seek their input, suggestions, and solutions. By communicating with your team, you can build rapport, trust, and understanding with them.

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Camila Fares

Mentora de Carreira | Consultora de RH | Especialista em Desenvolvimento Humano Organizacional | Lideran?a | Estrategista em Posicionamento no Linkedin
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Manter uma comunica??o aberta e transparente com a equipe. Ouvir atentamente suas preocupa??es e perspectivas, incentivando um diálogo honesto e construtivo para resolver mal-entendidos e construir confian?a.

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Cristina - Ioana Nastase

?? Life Coach | Psychotherapist | Career Counselor | Human Resources Consultant
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Involve your team in making an action plan to improve the situation. Validate their perspectives and emotions and share your vision for the future development. Clarify possible misunderstandings or gaps in communication.

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3 Adjust your leadership style

The third step is to adjust your leadership style according to the situation and the needs of your team. There is no one-size-fits-all approach to leadership, and different teams may require different types of leadership. For example, some teams may need more guidance, direction, and support, while others may need more autonomy, flexibility, and empowerment. Some teams may prefer more structure, rules, and feedback, while others may prefer more creativity, innovation, and recognition. Some teams may respond well to a democratic, participative, or transformational style of leadership, while others may respond better to a directive, authoritative, or transactional style. By adjusting your leadership style, you can adapt to the preferences, strengths, and challenges of your team.

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Christian Delgado Cintas

Responsable Recursos Humanos
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A lo largo de nuestras experiencias seguro que se nos han presentado situaciones en los que nuestro estilo de liderazgo no "encaja" en el equipo en un momento determinado. Para ajustar nuestra gestión de personas, debemos en primer lugar ser ejemplo demostrar que somos uno más en el equipo. Seguidamente analizar con las personas que puedo mejorar para conseguir que "todo/as vayamos a una". Dar y recibir feedback ayuda a dar importancia al equipo para conseguir los objetivos individuales y estratégicos de la organización.

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Camila Fares

Mentora de Carreira | Consultora de RH | Especialista em Desenvolvimento Humano Organizacional | Lideran?a | Estrategista em Posicionamento no Linkedin
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Esteja disposto a adaptar seu estilo de lideran?a de acordo com as necessidades e preferências individuais de sua equipe. Seja flexível e receptivo às diferentes personalidades e estilos de trabalho, buscando encontrar uma abordagem que ressoe com cada membro da equipe.

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4 Provide feedback and coaching

The fourth step is to provide feedback and coaching to your team regularly and constructively. Feedback and coaching are essential tools for improving performance, developing skills, and addressing issues. However, they need to be delivered in a way that is respectful, specific, and actionable. Avoid giving feedback that is vague, negative, or personal. Instead, use the SBI model: describe the situation, the behavior, and the impact. Provide examples, evidence, and data. Focus on the facts, not the emotions. Give feedback that is timely, relevant, and balanced. Include both positive and constructive feedback. Provide coaching that is supportive, collaborative, and goal-oriented. Ask open-ended questions, listen actively, and help them find their own solutions. Provide feedback and coaching that is aligned with their goals, needs, and potential.

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Camila Fares

Mentora de Carreira | Consultora de RH | Especialista em Desenvolvimento Humano Organizacional | Lideran?a | Estrategista em Posicionamento no Linkedin
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Ofere?a feedback construtivo e orienta??o para ajudar sua equipe a melhorar seu desempenho. Identifique áreas de desenvolvimento e forne?a suporte adequado para capacitar seus colaboradores a alcan?ar seu pleno potencial.

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5 Reinforce positive behaviors

The fifth step is to reinforce positive behaviors that demonstrate responsiveness, engagement, and commitment. Reinforcement is a powerful way to shape and sustain desired behaviors, as it creates a positive feedback loop that motivates and rewards your team. There are many ways to reinforce positive behaviors, such as giving praise, recognition, or appreciation, providing incentives, rewards, or bonuses, offering opportunities, challenges, or growth, or creating a supportive, fun, or inspiring culture. Reinforce positive behaviors that are specific, observable, and measurable. Reinforce positive behaviors that are aligned with your vision, values, and objectives.

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Camila Fares

Mentora de Carreira | Consultora de RH | Especialista em Desenvolvimento Humano Organizacional | Lideran?a | Estrategista em Posicionamento no Linkedin
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Reconhe?a e recompense os comportamentos positivos e conquistas de sua equipe. Isso incentiva a motiva??o e o engajamento, criando um ambiente de trabalho positivo e produtivo.

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6 Resolve conflicts and issues

The sixth step is to resolve any conflicts or issues that may arise within or between your team members. Conflicts and issues can be detrimental to your team's performance, morale, and cohesion, as they can create tension, distrust, and resentment. Therefore, it is important to address them promptly and effectively. There are many strategies to resolve conflicts and issues, such as using active listening, empathy, and assertiveness, applying problem-solving, negotiation, or mediation skills, seeking feedback, perspectives, or advice from others, or escalating the matter to a higher authority if needed. Resolve conflicts and issues in a way that is respectful, fair, and constructive. Resolve conflicts and issues in a way that preserves or enhances your relationship with your team.

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Camila Fares

Mentora de Carreira | Consultora de RH | Especialista em Desenvolvimento Humano Organizacional | Lideran?a | Estrategista em Posicionamento no Linkedin
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Aborde prontamente quaisquer conflitos ou problemas dentro da equipe. Facilite discuss?es construtivas e tome medidas eficazes para resolver quest?es pendentes, promovendo um clima de trabalho colaborativo e harmonioso.

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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?

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Grant Johnson

Product Manager at I-LEAD.
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Stop talking and really listen. Influence can't happen if you don't earn someone's attention first. Think of it like a stand-up comic. If a joke falls flat, pushing harder with similar jokes won't work. They need to step back, truly observe their audience, and figure out what's not clicking before they try again. If our team members aren’t responding to us, it's time to take a step back, tune in to their needs, and figure out how to earn their attention through service.

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Cristina - Ioana Nastase

?? Life Coach | Psychotherapist | Career Counselor | Human Resources Consultant
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Start your own development journey together with a coach, mentor or therapist. Analyze and integrate the perspectives of your team, take what resonates and work on self actualization and growth.

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Keith Witsch, SA, CSM, CSPO
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Stop acting like a boss. Be a leader. You need to listen, relate, empower, and trust. That trust must exist in both directions.

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Keith Witsch, SA, CSM, CSPO
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Stop acting like a boss. Be a leader. You need to listen, relate, empower, and trust. That trust must exist in both directions.

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What do you do if your team is not responding to your leadership?

1

2

3

4

5

6

7

1 Assess the situation

2 Communicate with your team

3 Adjust your leadership style

4 Provide feedback and coaching

5 Reinforce positive behaviors

6 Resolve conflicts and issues

7 Here’s what else to consider

Career Counseling

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What do you do if your team is not responding to your leadership?

1

2

3

4

5

6

7

1 Assess the situation

2 Communicate with your team

3 Adjust your leadership style

4 Provide feedback and coaching

5 Reinforce positive behaviors

6 Resolve conflicts and issues

7 Here’s what else to consider

Career Counseling

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