What do you do if your team is resistant to your leadership and motivation?

One thing I've found helpful is getting to know the individual. It is hard to motivate someone that you don't have an idea of who they are or what motivates them just to get out of bed each day. Developing that relationship, you don't need to be best friends, and understanding of the rocks in their path of daily life is key. Nobody ever tripped over a mountain, it's the small rocks and pebbles that get in the way.

1. Open Communication: Listen to concerns and address them transparently. 2. Clarify Expectations: Clearly communicate roles, goals, and expectations. 3. Lead by Example: Demonstrate desired behaviors and values consistently. 4. Provide Support: Offer resources, training, and assistance to help the team succeed. 5. Build Trust: Foster trust through honesty, integrity, and reliability. 6. Recognize Contributions: Acknowledge and reward team achievements. 7. Empower Team Members: Involve them in decision-making and problem-solving. 8. Seek Feedback: Encourage feedback and act on it to improve leadership effectiveness. 9. Stay Positive: Maintain optimism and enthusiasm to inspire the team. 10. Be Patient.

Constant 1:1s help understand how your leadership affect your team. Transparency in your management style will also bring you closer to the team - show them the reasoning behind your decisions and choices. And most importantly, take their considerations to the table! In Management 3.0, you're delegating more than deciding - so empower them to decide!

Identify type of professional is in job and incluide the correct activities for correct peeople is the first pass. In the after we have check the causes and unddertanding main step to overcoming. exemplo: problems in house, directly whith boss, co-works and perception of the future. In the sequency will be necessary have um good carrear plan.

Identify the root causes of resistance to your leadership and motivation within the team, whether it stems from communication issues, lack of alignment with goals, or concerns about changes in direction.

the trust is important for your team undesrtand you quality, ideia and project, something is line with project an plan for career.

Trust is key in motivation of others. You need to build it through open communication, honesty, integrity, and being a leader that shows you truly want them to succeed and grow. I encourage them to want my position or higher, and let them know that I will help them to get there. A leader is not one that is jealous or concerned about being replaced. A leader develops more leaders.

Invest in building trust and rapport with your team members through open communication, transparency, and consistency in your actions. Demonstrate integrity, empathy, and reliability to earn their trust and confidence in your leadership.

Building trust is pivotal in overcoming leadership challenges. If you encounter resistance, reflect on ways to deepen your connection with the team. Sharing personal vulnerabilities, recognizing their talents, and showing genuine concern for their development are key steps. Transparent communication and valuing their contributions can significantly strengthen trust, creating a more harmonious and effective team dynamic.

La construcción de confianza es fundamental en la formación de equipos de trabajo, en primer término desarrollar la autoconfianza en cada uno de los miembros del equipo, potenciando las habilidades y dando orientación, entrenamiento en áreas que necesitan ser fortalecidas. Además de lo anterior, se debe fomentar la confianza mutua entre los miembros del equipo y lograr de ésta manera equipos compactos capaces de generar solidaridad y asumir de manera asertiva las diferencias que se puedan suscitar, esto lleva a la madurez y consolidación del grupo.

In my leadership experience, reluctance is typically caused by a lack of understanding. After having built trust with my team, I ask what they understand about the change we are trying to make and through dialogue I am able to formulate further clarification of the “who, what, where, and why” behind the decisions. Sometimes, even after this discussion, some may still be reluctant to the change. That is when I may encourage ownership in the project at hand.

It depends a lot on each case, but I usually have the duty to visualize, understand and allocate each professional in the activities that we can get the most out of and to do this, we need to know in depth their desires, dreams, pleasures.... Next we must act firmly and transparency, seeking to understand strengths to strengthen and weaknesses to explore them and make each person grow, excelling in leadership. thw final, the team is the face of the leader!

Clearly communicate the vision, goals, and expectations for the team, outlining the purpose and significance of their work within the broader context of organizational objectives. Ensure alignment between individual roles and responsibilities and the team's overarching goals.

When facing resistance, it's often helpful to clarify your vision and the path to achieve it. Articulating your goals and the strategic actions required can bridge gaps in understanding. Highlighting how each team member's contributions fit into the broader objectives can foster alignment and motivation, making your leadership more effective.

Empower team members to take ownership of their work by involving them in decision-making, problem-solving, and goal-setting processes. Encourage autonomy, creativity, and accountability to foster a sense of ownership and commitment to shared goals.

Empowering your team by allowing them to set personal goals aligned with the project's success can decrease resistance. Granting autonomy in how they achieve these goals fosters a sense of ownership, boosting motivation and reducing pushback against leadership directives. This approach helps team members feel more invested in the project's outcomes.

Offer support, resources, and guidance to help team members overcome obstacles, develop their skills, and achieve success in their roles. Be available to listen to their concerns, provide constructive feedback, and offer mentorship or coaching as needed.

Resistance can often arise from feeling unsupported. Make sure your team has the necessary tools, training, and information to thrive. Being proactive in offering assistance and readily available for queries or guidance reassures your team of your support, making them more receptive to your leadership.

Acknowledge and appreciate the contributions and efforts of your team members, celebrating achievements, milestones, and successes. Provide regular recognition and praise to reinforce positive behaviors and motivate continued performance.

Recognizing and rewarding your team's efforts plays a crucial role in reducing resistance. Celebrating milestones, offering constructive feedback, and acknowledging individual contributions boost morale and demonstrate your appreciation for their hard work. This approach can enhance motivation and encourage a greater willingness to align with your leadership.

One important aspect to consider when faced with resistance to leadership and motivation is the cultural context within the team or organization. Recognizing and understanding these cultural nuances can help leaders adapt their approach to better resonate with their team members. It may involve being more flexible in leadership style, incorporating elements of servant leadership, where the leader focuses on empowering and serving the needs of their team members.

Dealing with resistant team can be challenging but there are several approaches and strategies you can follow to deal with situation effectively; one of these is step-by-step approach: 1- start by yourself and assess your leadership approach 2- understand the reasons for resistant, start to communicate with the team and take time to listen them 3- build relationship and mutual trust with the team 4- provide support and show care 5- say “thank you” when ever necessary 6- lead by example 7- seek feedback from the team on regular basis 8- address individual concerns and offer support and guidance

Unless you are able to build your team from the beginning, you will likely have to earn your leadership. Set the vision Lead from the front Explain "why" Be transparent Be consistent Even if you hit all the points, someone, at some point, may not embrace what you are trying to accomplish, or how. Not all objectives require unanimous support. Your role is to lead, not follow, and certainly not to get out of the way. You don't need to use threats or intimidation to get your way. Don't be rigid when these scenarios manifest. Be like water and flow around the obstacle. Show the way to not drown Demonstrate how to prevent drowning Explain why no one should drown Don't muddy the waters Keep all currents flowing in the same direction