Your team is resistant to long-term planning. How do you get them on board with the importance?
When your team resists long-term planning, it's crucial to highlight its importance and benefits. Here's how you can effectively get them on board:
How do you motivate your team to focus on long-term goals? Share your strategies.
Your team is resistant to long-term planning. How do you get them on board with the importance?
When your team resists long-term planning, it's crucial to highlight its importance and benefits. Here's how you can effectively get them on board:
How do you motivate your team to focus on long-term goals? Share your strategies.
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1. Communicate early and often 2. Listen to employees 3. Educate employees on the value of the change 4. Name emotions 5. Timing is everything 6. Provide ongoing support
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Years ago, a team leader I coached dismissed planning as “guesswork.” After a challenging quarter, we reframed planning as empowerment—not restriction—and transformed the team’s perspective. Share the "Why": Show how planning reduces uncertainty and aligns with their goals. It's not about control; it's about clarity. Start Small: Break long-term goals into actionable steps. Success in short sprints builds trust in the bigger vision. Collaborate, Don’t Dictate: Involve them in creating the plan. Ownership drives commitment. Celebrate Progress: Highlight milestones to prove the value of planning in real-time.
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As an executive director, it's essential to communicate the long-term vision clearly and show how strategic planning directly impacts the team's success and growth. 🌱 Involve them in the process, ask for their input, and highlight the benefits—such as improved efficiency, clearer goals, and the ability to adapt to changes 🛠️. Make it relatable and emphasise that planning is not about rigidity but about creating a roadmap for success. 📈 With consistent support and transparency, you can shift the mindset towards embracing long-term planning.
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• Engage the team in collaborative discussions where their input shapes the planning process. By involving them, they feel ownership and see how their contributions align with the larger vision. • Break the planning process into smaller, manageable steps to make it less overwhelming, focusing on tangible short-term wins that align with the long-term goals. Celebrate these milestones to reinforce the value of planning. • Be transparent about why long-term planning matters and how it supports both individual and team success. Use storytelling to connect emotionally, showing how the plan aligns with their aspirations. Leverage trusted team members who support the idea to influence others, creating a ripple effect of buy-in..
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This is such a relatable challenge! 🌟 Getting a team on board with long-term planning often comes down to showing why it matters. Here’s what’s worked for me: Connect the dots: Show how today’s efforts align with long-term success—make it tangible and relevant. Start small: Break down big goals into achievable milestones so it feels less overwhelming. Involve them: Let the team contribute to the plan. When people feel ownership, they’re more invested. How have you motivated your team to embrace long-term planning? Let’s exchange tips! 💡✨ #TeamAlignment #LongTermPlanning #LeadershipStrategies
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I was working with a healthcare client a few months ago whose marketing team was objecting to developing marketing plans for their core products. So, I suggested to the CEO to add such planning to their KPIs. Next he had to conduct training for the marketing people to help them develop these plans. Thirdly, evaluate and hold them accountable to executing the plan and reporting to the relevant people on a monthly basis.
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