Every leader faces the challenge of dealing with individuals who seem resistant or even disruptive. Instead of labeling them as “bad actors,” consider a more constructive approach. These individuals, whom we’ll call “not-yets,” aren’t necessarily malicious; they simply haven’t aligned with your vision yet. Understanding this distinction is crucial for effective leadership.
The 20/40/20 rule offers a helpful framework. In any initiative, roughly 20% of people will be enthusiastic champions, 40% will be undecided, and 20% may resist. These resisters are your “not-yets.”
Why avoid the term “bad actors”? Because labels can be self-fulfilling. Instead, focus on understanding their perspective. They might see themselves as standing up for important values or resisting unreasonable demands. The key is to shift them from opposition to collaboration.
Here’s a practical process for working with “not-yets”:
1. **Define the Groups:** Clearly define what constitutes a “cause leader,” a “fence-sitter,” and a “not-yet” within your specific context. Focus on observable behaviors and willingness to support your initiatives.
2. **Identify Individuals:** Based on your definitions, categorize individuals into each group. Be objective and avoid personal biases.
3. **Assess the Dynamics:** Analyze how individuals are moving between groups. Are fence-sitters leaning towards support or resistance? Are any “not-yets” showing signs of openness?
4. **Implement Rewards and Consequences:** Reward positive movement. Recognize and appreciate fence-sitters who become cause leaders. Address negative movement by addressing the underlying concerns causing the shift. Open dialogue can help prevent the need for penalties.
5. **Engage and Include the “Not-Yets”:** Ignoring “not-yets” can reinforce their resistance. Make sure the “not-yets” pay a price for their choice. If you find you are expending an excess of time and resources trying to persuade them to join your cause, then isolate them. Recognize, however, there is a delicate art to isolating them. Attempting to isolate them too quickly or harshly can harden their attitudes against you and may rally other people to their side.
6. **Measure and Monitor:** Track progress and adjust your approach as needed. This is an iterative process, not a one-time fix.
Remember, the goal isn’t to eliminate dissent, but to channel it constructively. By understanding the “not-yets” perspective, addressing their concerns, and creating a supportive environment, you can transform resistance into valuable contributions. Who knows, you might just turn a “bad actor” into a great performer.