{"id":12062,"date":"2017-04-04T08:17:52","date_gmt":"2017-04-04T13:17:52","guid":{"rendered":"https:\/\/blog.planview.com\/?p=12062"},"modified":"2020-02-20T08:20:30","modified_gmt":"2020-02-20T14:20:30","slug":"how-to-motivate-a-team-resisting-continuous-improvement","status":"publish","type":"post","link":"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/","title":{"rendered":"How to Motivate a Team Resisting Continuous Improvement"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-12063\" src=\"https:\/\/blog.planview.com\/wp-content\/uploads\/2020\/02\/MotivateTeamResistingBlog.jpg\" alt=\"\" width=\"2000\" height=\"1200\" srcset=\"https:\/\/blog.planview.com\/wp-content\/uploads\/2020\/02\/MotivateTeamResistingBlog.jpg 2000w, https:\/\/blog.planview.com\/wp-content\/uploads\/2020\/02\/MotivateTeamResistingBlog-300x180.jpg 300w, https:\/\/blog.planview.com\/wp-content\/uploads\/2020\/02\/MotivateTeamResistingBlog-768x461.jpg 768w, https:\/\/blog.planview.com\/wp-content\/uploads\/2020\/02\/MotivateTeamResistingBlog-1024x614.jpg 1024w, https:\/\/blog.planview.com\/wp-content\/uploads\/2020\/02\/MotivateTeamResistingBlog-750x450.jpg 750w\" sizes=\"auto, (max-width: 2000px) 100vw, 2000px\" \/><\/p>\n<p>When practicing continuous improvement, the only constant is change. For teams that have achieved moderate, predictable success by following the status quo, embracing this change can require a major paradigm shift. Resistance to change can come in the form of foot-dragging, sabotage, and even\u00a0rebellion, and can have a toxic influence on your Lean implementation.<\/p>\n<p>As a leader, it\u2019s unlikely that you\u2019ll be able to make everyone on your team completely comfortable with change. You\u2019ll first have to identify the causes of their resistance, and find ways to move through them.<\/p>\n<p>From there, you can do your part to minimize discomfort by giving your team opportunities to gain the autonomy, mastery, and purpose they need to stay motivated. Keep reading to learn why people resist change and how to motivate teams to embrace continuous improvement.<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_80 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/#Why_Employees_Resist_Change\" >Why Employees Resist Change<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/#Respect_for_People\" >Respect for People<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/#Motivating_Teams_with_Autonomy_Mastery_and_Purpose\" >Motivating Teams with Autonomy, Mastery, and Purpose<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/#How_to_Motivate_a_Team_Resisting_Continuous_Improvement\" >How to Motivate a Team Resisting Continuous Improvement<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Why_Employees_Resist_Change\"><\/span>Why Employees Resist Change<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>In her article published by the Harvard Business Review, author and Harvard professor Rosabeth Moss Kanter described\u00a0<a title=\"\" href=\"https:\/\/hbr.org\/2012\/09\/ten-reasons-people-resist-chang\" target=\"_blank\" rel=\"noopener noreferrer\" data-ol-has-click-handler=\"\">10 reasons people resist change<\/a>. The reasons range from perceived loss of control to concerns about competence, but they share a common theme: fear. People resist change because they fear what change will mean for the role, reputation, and responsibilities they have worked to achieve.<\/p>\n<p>What if their skills don\u2019t transfer well to the new Lean way of thinking? What if switching to a flow-based system exposes the inefficiency in their existing processes? What will the ripple effect be of the disruption caused by change? How much work will they have to put into implementing continuous improvement before it begins to have a positive impact? What if it never does?<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Respect_for_People\"><\/span>Respect for People<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>As a leader, you face the challenge of taking your team from a place of fear to a place of vulnerability, where your team is willing to embrace change. These concerns are all valid and should be treated with respect.<\/p>\n<p>Dan Pink\u2019s well-known framework about the \u201cpuzzle\u201d of motivation says that employees are motivated by three factors: autonomy, mastery, and purpose. Whether or not your employees had autonomy, mastery, and purpose in their work before Lean was introduced, it\u2019s your role as a leader to help them understand how continuous improvement enables a healthier, more sustainable way of working.<\/p>\n<p>Your team was hired to work in a specific environment, and that environment is now changing. As a Lean leader, it\u2019s your role to demonstrate the Lean concept of respect for people by understanding the discomfort that change can cause.<\/p>\n<p>It\u2019s also your role to create an environment where concerns can be voiced, opinions can be heard, and people can find safety in knowing that they are not alone in feeling uncomfortable \u2014 but that the changes will make their jobs and lives easier.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Motivating_Teams_with_Autonomy_Mastery_and_Purpose\"><\/span>Motivating Teams with Autonomy, Mastery, and Purpose<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3>Autonomy: Encourage Security through Open, Informal Communication<\/h3>\n<p>If your team is resisting continuous improvement, it may be due to a fear of loss of control, or autonomy over their work. You might have employees who have built their careers around the \u201cold way\u201d, who worry about what the \u201cnew way\u201d might mean for their position on the team.<\/p>\n<p>You might have younger employees whose only experience is working the \u201cold way\u201d, who feel unsettled by an unearthing of everything they know. This, of course, is understandable.<\/p>\n<p>As a leader, there are a few things you can do to ensure that your employees feel a sense of autonomy as they transition into an environment of continuous change. First, foster an open, informal line of communication, where everyone feels free to express their concerns and discuss hurdles they are facing without judgement.<\/p>\n<p>Check in with employees around the coffee machine to make sure they\u2019re feeling empowered to do their best work. Hold frequent standups, where the team can openly discuss work and continuous improvements efforts in one place.<\/p>\n<p>Second, allow for autonomy within the change: Your Lean implementation will not go over well if it feels like command-and-control (and in fact, this goes against what Lean is all about). Invite your team into the planning of your implementation, and leave room for choices within each decision that is made.<\/p>\n<h3>Mastery: Celebrate Learning (Not Just Winning)<\/h3>\n<p>A second component of Dan Pink\u2019s model for motivation is mastery: the desire to learn and grow. Introducing continuous improvement is like trying to build up a muscle that hasn\u2019t been used in years \u2014 it takes time, can be painful in the beginning, and can expose our weaknesses in an uncomfortable way. In order to motivate your team to stick with it, they have to see it as a valuable opportunity for growth, both as a team and as individuals.<\/p>\n<p>To encourage this as a leader, you must work to create an environment where learning \u2014 not winning \u2014 is celebrated. If someone runs a test that exposes a serious flaw in your process, celebrate it! They just exposed an opportunity to improve. If someone realizes that your team structure doesn\u2019t support your process, celebrate it! This is an opportunity to encourage your team to self-organize in a way that creates the best business outcomes.<\/p>\n<p>Encourage your team to question everything, and share their learnings across the organization. Help your team see how continuous improvement can provide them with far more opportunities for mastery than ever before.<\/p>\n<h3>Purpose: Align Around the \u201cWhy\u201d<\/h3>\n<p>The final element of Pink\u2019s model is purpose \u2014 understanding and believing in the \u201cwhy\u201d behind what you do. Author and motivational speaker Simon Sinek seconds this notion in his famous TED talk, How great leaders inspire action. Sinek explains the concept of the golden circle, which looks like this:<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-12064\" src=\"https:\/\/blog.planview.com\/wp-content\/uploads\/2020\/02\/golden-circle-1.jpg\" alt=\"\" width=\"265\" height=\"261\" \/><\/p>\n<p>He argues that while most organizations operate from the outside in, the truly inspirational organizations function from the inside out.<\/p>\n<blockquote><p>\u201cVery, very few people or organizations know why they do what they do. And by \u201cwhy\u201d I don\u2019t mean \u201cto make a profit.\u201d That\u2019s a result. It\u2019s always a result. By \u201cwhy,\u201d I mean: What\u2019s your purpose? What\u2019s your cause? What\u2019s your belief? Why does your organization exist? Why do you get out of bed in the morning? And why should anyone care? As a result, the way we think, we act, the way we communicate is from the outside in, it\u2019s obvious. We go from the clearest thing to the fuzziest thing. But the inspired leaders and the inspired organizations \u2014 regardless of their size, regardless of their industry \u2014 all think, act and communicate from the inside out.\u201d<\/p><\/blockquote>\n<p>The same can be argued for teams. If teams can align around a firm understanding of purpose, they can make decisions that support that purpose. This is why it\u2019s critical, as a leader, to share your vision for the team and where continuous improvement could take you. Shine a light on the risk of maintaining the status quo. Break down assumptions about the future of the market. Find stories of other teams who have used continuous improvement to improve collaboration, communication, and talent alignment.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_to_Motivate_a_Team_Resisting_Continuous_Improvement\"><\/span>How to Motivate a Team Resisting Continuous Improvement<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Twyla Dell writes of motivating employees, \u201cThe heart of motivation is to give people what they really want most from work. The more you are able to provide what they want, the more you should expect what you really want, namely: productivity, quality, and service.\u201d<\/p>\n<p>When things change, it\u2019s understandable that employees fear the unknown. Will they still be able to get what they want from their work? As a leader, it\u2019s your job to hear their concerns and demonstrate how continuous improvement will enable them to grow, learn, and find better alignment in their work.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>When practicing continuous improvement, the only constant is change. For teams that have achieved moderate, predictable success by following the status quo, embracing this change can require a major paradigm shift. Resistance to change can come in the form of foot-dragging, sabotage, and even\u00a0rebellion, and can have a toxic influence on your Lean implementation. As&#8230;<\/p>\n","protected":false},"author":143,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_editorskit_title_hidden":false,"_editorskit_reading_time":0,"_editorskit_is_block_options_detached":false,"_editorskit_block_options_position":"{}","footnotes":""},"categories":[38],"tags":[511],"class_list":["post-12062","post","type-post","status-publish","format-standard","hentry","category-work-collaboration","tag-leankit"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.8 (Yoast SEO v26.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How to Motivate a Team Resisting Continuous Improvement - Blog | Planview<\/title>\n<meta name=\"description\" content=\"Keep reading to learn why people resist change and how to motivate teams to embrace continuous improvement.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Motivate a Team Resisting Continuous Improvement\" \/>\n<meta property=\"og:description\" content=\"Keep reading to learn why people resist change and how to motivate teams to embrace continuous improvement.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/\" \/>\n<meta property=\"og:site_name\" content=\"Planview Blog\" \/>\n<meta property=\"article:publisher\" content=\"http:\/\/www.facebook.com\/pages\/Planview-Inc\/89422974772\" \/>\n<meta property=\"article:published_time\" content=\"2017-04-04T13:17:52+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-02-20T14:20:30+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/blog.planview.com\/wp-content\/uploads\/2020\/02\/MotivateTeamResistingBlog.jpg\" \/>\n<meta name=\"author\" content=\"Maja Majewski\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@Planview\" \/>\n<meta name=\"twitter:site\" content=\"@Planview\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Maja Majewski\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/\"},\"author\":{\"name\":\"Maja Majewski\",\"@id\":\"https:\/\/blog.planview.com\/#\/schema\/person\/aa59125db5f1ca92768f09b5819a2124\"},\"headline\":\"How to Motivate a Team Resisting Continuous Improvement\",\"datePublished\":\"2017-04-04T13:17:52+00:00\",\"dateModified\":\"2020-02-20T14:20:30+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/\"},\"wordCount\":1286,\"publisher\":{\"@id\":\"https:\/\/blog.planview.com\/#organization\"},\"image\":{\"@id\":\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/blog.planview.com\/wp-content\/uploads\/2020\/02\/MotivateTeamResistingBlog.jpg\",\"keywords\":[\"LeanKit\"],\"articleSection\":[\"Work Management for Teams\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/\",\"url\":\"https:\/\/blog.planview.com\/how-to-motivate-a-team-resisting-continuous-improvement\/\",\"name\":\"How to Motivate a Team Resisting Continuous Improvement - 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