10 Ways to Help Reluctant People Make Commitments
Leaders spend too much time trying to get performance from people who aren’t committed.
The worst thing you can do is explain why it-will-work to people who aren’t committed to make-it-work.
You know the scenario. You make up a suggestion and someone explains that it won’t work. What happens when you answer a naysayer’s objection? The naysayer comes up with another reason you’re an idiot. (They don’t use those words, but the message is clear.)
The problem of reluctance is commitment, not negativity.
Those who AREN’T committed find fault. Those who ARE committed find a way. Spend more time helping people commit and less time pressuring people to conform.
Reluctance is normal. When you push, people push back.
Respect people’s reluctance to commit. It means they want to succeed. People don’t like to start things they can’t finish.
10 ways to help reluctant people make commitments:
Invite people to commit. Don’t pressure them to conform.
- Listen to constructive dissent. Don’t minimize concerns.
- Don’t offer quick answers to resistance.
- Keep the big picture in focus. Explain value. Describe success. “Here’s what we’re trying to accomplish.”
- Get to yes. “I see what we can’t do. What can we do to accomplish this objective?”
- Create safety nets. Make commitment less dangerous.
- Reward responsible failure.
- Create open channels of communication.
- Track progress.
- Bring up problems when they’re small.
- Leverage experienced team members.
- Put yourself out there – make commitments. Reluctant teams are often led by leadership that’s playing it safe.
- Call for small commitment. “I feel your reluctance. What small commitment could we make right now?” (Big commitment follows small commitment.)
- Build relationships. Strong connection enables deep commitment.
- Divide responsibility between several people. (#5 is essential if you use #9.)
- Tell stories of past success.
Conformity never produces high performance.
What keeps people from making commitments?
How might leaders help people make commitments?
How to Help Cautious Decision-Makers Make Commitments
Four Ways to Gain Employees Commitment
Sometimes it is difficult to tell if the answer is “I can’t do it” or “I won’t do it” when all you hear is “It won’t work.”
Thanks Duane. We have to watch our assumptions about people. Perhaps it’s best to assume the best. The worst will become obvious, if it’s “I won’t.”
I agree… and I have to check myself to make sure I am not being hypocritical… that I am not asking them for something that I am not delivering myself.
Great article! I really like how it crystallizes the difference between negativity versus just not yet having committed to trying to achieve success…..and the need to address the lack of commitment as the way to get beyond the negative perspective.
Another thing to consider is ROI – if you were dealing with a client or an investor, you’d point out the magnitude and probability of returns. The same might apply with your team – if it wouldn’t sell to an external client, why would you expect your team to back it?
This one hits right at home. There may be times when you wish to change a current process to for improvement but is met with a lot of reluctance and uneasiness about moving forward with a solution. I do believe trying to get some commitment or asking them to be open-minded about a possible fix is a start. It can be a bridge for them to eventually get on board. I also feel as a leader you should believe in the work/endeavor as well to show commitment yourself. I do also think we should reward our teams for risk taking for good reasons and not be opposed to it.
As an active participant in both non profit and volunteer groups I can see these suggestions being essential for leaders and for members of the group who need to help discover ways to mobilize talents through commitment. Thanks for sharing. “Don’t minimize concerns” and focus on “What can we do?” enable the reluctant participant to know they are being heard while at the same time encouraging focus on productive activities. Thanks for sharing. Positively, Pauline