It’s easy to assume a lack of motivation means a lack of will. That someone’s just not trying hard enough. Yet in most cases, something else is going on beneath the surface.
When a leader shared this concern in a recent session, we asked: What if “unmotivated” isn’t the right diagnosis? What if it’s a signal—an invitation to get curious?
While individual leadership skills are vital to success, an often overlooked factor is how much the existing team and culture can influence a person to take action - or not.
Expecting a developing leader to overcome a negative team culture is like tossing seeds onto dry sand and expecting them to flourish. While possible, it’s pretty unlikely.
To create thriving work environments, it is essential to be conscious of the impact of our actions and embrace the power of productive conflict. By fostering an environment that encourages open dialogue and constructive disagreement, we can effectively steer clear of “The Abilene Paradox” and build stronger, more cohesive teams.
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