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How to Encourage "Stubborn" Subordinates to Change?
How to Encourage "Stubborn" Subordinates to Change?
As we step into the new year, it's common for supervisors and managers to set new goals. However, we may encounter "stubborn" team members who are resistant to changes, which can be quite a headache. How, then, can supervisors effectively encourage these "stubborn ones" to adopt new changes?
How the “Stubborn Ones” Were Tempered
The "stubborn ones" often possess extensive work experience and may even be considered "veterans" in their respective industries or companies. Some colleagues who struggle to get along with them may jokingly refer to them as "Old Timers" or "Old Dogs." They are deeply familiar with established work patterns, making it challenging to motivate them to change. When facing resistance from these "stubborn ones", people tend to attribute their stubbornness to their inertia or laziness, but we often overlook the underlying factors of their resistance: their sense of security and accomplishment.
The Sense of Security and Accomplishment Behind the "Stubborn Ones"
Years of adhering to the same old methods have accumulated a wealth of successful experiences for these "stubborn ones". These experiences have established their existing achievements, performance, and status. Asking them to abandon their established work patterns and embrace an untested approach naturally leads to resistance and a sense of insecurity. Moreover, some "stubborn ones" may perceive their past successful experiences as a glorious history in their careers. Disregarding or completely negating their past achievements can be taken personally, triggering a combative mindset that further impedes their ability to change.
Tips to Help the "Stubborn Ones" Change:
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1. Recognize their achievements
When dealing with the "stubborn ones" who highly value their past experiences, it's helpful to acknowledge their accomplishments and express gratitude for the contributions they have made to the team and the company. This recognition fosters a feeling of appreciation and respect, making it easier for them to let their guard down. It is important to convey that the need for change does not diminish their value, but rather reflects the team's evolving operational direction, requiring their contributions and cooperation.
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2. Emphasize effectiveness
The "stubborn ones" seek security, so supervisors must convincingly demonstrate how the proposed changes will lead to positive outcomes. It is critical to make them believe that even with the new approach, they can achieve the same or even better results than before. This assurance increases their willingness to embrace change.
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3. Gradual progression
Changing deeply ingrained habits developed over many years is no easy task. Supervisors should introduce changes gradually, breaking down new requirements into manageable steps. This approach makes the tasks appear less daunting and increases the likelihood of acceptance. It allows teammates to gradually adapt to the new approach, giving them the opportunities to master each step and accumulate a sense of accomplishment along the way. This, in turn, will foster a greater willingness to continue trying.
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4. Clearly define expectations
Lastly, it is essential to establish clear and specific expectations or timelines to ensure that teammates implement the changes and deliver the desired results. Consistent follow-up from supervisors throughout the process is also crucial to maintain accountability.
In any team, there may be various types of uncooperative members, besides the "stubborn ones", there could be those who are negative, indifferent, cliquey, or quarrelsome may also exist. If you are interested in learning more about courses focused on team leadership skills, please feel free to contact us for further information!