If you are introducing a new change initiative – or just looking for ways to develop the people on your team to improve their skills, it isn’t an easy job.
Many people on your team will not immediately seem excited and enthusiastic about the change that you are about to introduce – or are already in the middle of implementing.
In working with organizations for years as a workplace culture change speaker, I have observed four distinctly different mindsets that people display as the member of a team.
And of the four common mindsets I have often seen demonstrated, only one actually contributes to successfully adapting to the changes that inevitably come.
If you are hoping to successfully implement a change initiative, you will want to know the four quadrants of team member mindsets:
1 – COMPLACENT
2 – CAPRICIOUS
3 – CONSISTENT
4 – COACHABLE
Change, of course, is part of your world – regardless of industry.
And because people are people, you likely also have each of the four categories of teammates in your organization – and the key to your change initiative succeeding is to move as many people as possible into the top left quadrant of being coachable!
Here are descriptions of each of the people you may be working with…
COMPLACENT –
These team members often complain but makes no effort to be better or to change. They are comfortable and not interested in the inconvenience of new skills or opportunities, and need help to see the benefit of doing things differently.
These people will usually be the last to comply and will need to be swayed by the momentum of progress and other team members shifting their mindsets first.
CONSISTENT –
These workers are perhaps your easiest to recruit, as they are often very good workers who have gotten frustrated by giving effort and doing the same things for a while without seeing the reward of improved results.
These people simply need to be shown what is possible with the new tool or opportunity that is being adopted. They are hungry and appreciate new tools.
CAPRICIOUS –
These are the employees who are always trying out new things – but usually flit from one to the next so they seldom enjoy the benefits that sustained usage and familiarity would deliver. They often frustrated by their own inconsistent efforts, doing different things for erratic measures of time with poor results.
These people will likely be willing to give your initiative a halfhearted attempt, but will need a great deal of support in the area of habits to sustain their focus and commitment long enough for results to become convincing.
COACHABLE –
These teammates are committed to thriving and adapting to new challenges for great results, and will be the ones who are first to buy in.
They are ambitious for growth, realize there is a gap between where they are and where they want to be, and are greedy and grateful for ideas and opportunities to improve themselves!
Did you recognize any of the mindsets I described?
Did they accurately identify someone from your team?
If you are curious to learn HOW to move any of the people in the other three quadrants from where they are to being coachable, the solution is simple.
A shift in YOUR behavior as leader is required.
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When you move from commanding and controlling (which only inspires compliance) to curiosity and questioning, you invite their sincere engagement in the change process.
Asking the right questions and giving them time to manufacture their own answers is vital.
Let them digest the significance of those insights.
That is the surest way to get them to shift their mindset.
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SO – want to know what those questions are, and the right sequence to use them in?
Check out my newest book, Staying Coachable.
Or have me join your team for a dynamic interactive speaking program where I reveal the questions and share actionable ideas that ignite that internal change.
Interested in making your workplace culture change a successful one?
Let’s talk!
