Your team member is resistant to change their work habits. How can you help them boost productivity?

If a member of your team is resistant to change their work habits you need to understand the reason for the resistance. What is making them uncomfortable with the change? Once you have an understanding around the reason, you identify the type of resistance they are displaying. When you work the type of resistance they are displaying you are able to help them boost their productivity in a way that also addresses the reason.

Most people, when sensing resistance in others, tend to think, "they just don't get it." A better thing to think would be "I just don't get them." Most leaders spend significant energy figuring out how to communicate their vision to their team, but fail to effectively answer the unspoken question every employee has: "Why do I care?" If you put in the work to understand what really matters to your team members--personally and professionally--then the conversation shifts from "here's what I need from you" to "here's why you matter." Marry that with your vision, and you have a recipe for massive loyalty and productivity.

The first step is understanding why your team member resists change. Schedule a one-on-one conversation to explore their concerns. Is it a fear of the unknown? Do they feel overwhelmed by the new process? By actively listening and asking open-ended questions, you can uncover the root cause and tailor your approach.

To address a team member's resistance to changing work habits, first, understand the root cause of their resistance. Listen to their concerns and identify any fears or misconceptions they may have about the new approach.

- Recognize that resistance to change is a natural reaction for many individuals - Listen to your team member's concerns and address them with empathy - Communicate the benefits of changing work habits and how it can lead to increased productivity

Once you understand their resistance, collaborate on setting clear goals for improved productivity. Focus on achievable milestones that demonstrate the benefits of the new approach. This will help them see the positive impact and foster a sense of accomplishment as they progress.

- Define clear and achievable goals for your team member to work towards - Break down tasks into smaller, manageable steps to make the transition easier - Monitor progress and provide feedback to keep them motivated

Após compreender o motivo da resistência é preciso trabalhar na construção de novos objetivos que sejam capazes de levar você a outro lugar. Se tiver dificuldades de fazer isso sozinho, não é um problema pedir apoio de pares, ou até mesmo suporte de seus mentores. Metas claras e atingíveis, são percorridas e possibilitam além do desenvolvimento, a triagem de novos caminhos.

If you've done the work to really connect with your team member, you'll both feel more energized and committed to the vision (which you now share). Direct that energy toward setting SMART goals, and do that in a way that plays to the team member's strengths and passions. The more time they spend in their zone of brilliance, the better off everyone will be.

- Offer training sessions or workshops to help your team member develop new skills - Provide access to tools and technologies that can streamline their work processes - Assign a mentor or coach to support them through the transition period

Change can be daunting. Equip your team members for success by providing them with the necessary resources. These could include training materials, access to productivity tools, or even mentorship from a colleague who has successfully adopted the new methods. Showing your support and guidance ease the transition and boosts their confidence in tackling the change.

Minha experiência me mostrou ao longo dos anos um erro clássico da liderança: apontar os problemas sem a capacidade de oferecer recursos que possibilitem a mudança e com isso a frustração de ambos os lados quando as coisas deixam de melhorar. Dessa forma, suportar a equipe com ferramentas, aconselhamento e pontes é tarefa fundamental de qualquer leader coach no processo de mudança.

It's easy to say "you are valued," but nothing shows you mean it like real investment. As you work with your team members, ask questions and really determine what they need to succeed. Keep in mind, though, that sometimes what they need to be successful might differ from what they need to feel valued. If ever there's a tradeoff decision to be made, choose the one that helps them feel they matter.

- Create a safe and open environment for your team member to express their concerns - Encourage them to share their ideas and suggestions for improving productivity - Regularly check in with them to see how they are adapting to the changes and offer support as needed

Empower the team member by giving them some control over how they implement the new work habits. Autonomy can increase motivation and ownership of the change process. Trust them to find the best way to integrate new practices into their routine.

Embora o líder possa ser um ponto de apoio, o processo de mudança é individual por isso, há um papel de incentivo a autonomia das pessoas, ao passo que aplaudimos a cada novo movimento rumo as mudanças. É fundamentalmente necessário, que cada pessoa esteja a frente e lidere seu processo de mudança.

Empowering your team member to take ownership of their change process can significantly increase their willingness to adapt. Encourage them to suggest their own strategies for improving productivity and involve them in decision-making wherever possible. In my nutrition advocacy work, I once worked with a parent struggling to improve their child’s diet. Instead of prescribing a rigid plan, I invited the parent to propose changes they felt comfortable with, such as choosing new vegetables to try each week. This autonomy fostered a sense of control and investment, leading to better adherence and outcomes. Similarly, in a team setting, giving members a voice and stake in new initiatives can reduce resistance and promote commitment.

Once you've decided together on goals, and those goals are recorded and confirmed, get out of the way. It's often difficult for managers to do this, especially when the stakes are high. Micromanaging and ensuring things are done "the right way" is the fastest way to undermine all the constructive, motivating work you've just done. Be supportive, check in regularly, but give team members room to decide how to achieve the results you've both committed to. Trust has to be reciprocated, and the strongest vote of confidence a leader can give is to say, "you've got this" and mean it.

Acompanhe e monitore, não somos os maiores responsaveis pela mudança do outro, e não podemos nos sentir dessa forma, mas como líderes, temos um papel fundamental de garantir que o processo esteja acoontecendo. Dessa forma, contribuição com feedbacks continuos, revisitação do plano, sessões de mentoria e compartilhamento de experiencias, vão sendo somados ao processo como um todo.

Create a system of accountability where progress is regularly reviewed. This could involve regular check-ins, progress reports, or peer reviews. Accountability helps ensure that the team member stays on track and makes consistent efforts to change.

Autonomy and accountability have to go hand in hand. As you check in regularly, watch for excuses, justification, and blame, and call them out as they emerge. Encourage team members to do the same, especially with you. As you work collectively to eliminate these from dialog, you make room for more honest reflection, higher-quality feedback, more opportunities for improvement, and real progress.

Acknowledge and celebrate small wins and improvements along the way. Positive reinforcement can boost morale and encourage the team member to continue making changes. Celebrating progress highlights the benefits of new work habits and reinforces their value.

Celebrating progress in alignment to their motivations in key. i.e. If someone's motivation is appreciation or wider recognition, you could celebrate with public/internal recognition in a company Slack channel, newsletter, or all-hands. Perhaps they are motivated monetarily or by tangible rewards. In that case, a voucher or physical gift could encourage further progress. The goal is to make the celebration of progress personal.

Consider the broader impact of the change on team dynamics and productivity. Communicate the overall benefits to the entire team to foster a supportive environment. Encourage open discussions about challenges and successes to build a culture of continuous improvement. If you found these strategies insightful, follow my profile for more tips on enhancing workplace productivity and personal development! Let's continue the conversation and support each other’s growth. 🚀 #Productivity #ChangeManagement #TeamDevelopment #Leadership