Change is often perceived by many employees as a painful and frustrating process. Using cross functional teams, mixing it up and inspirational/motivational techniques are all good techniques. The most important part of the process is selling the idea that the change is beneficial to each individual.

So, keep trying until you find something or a combination of things that reaches all your employees. Get to know what each employee values about their job and use it as leverage.

What works for one may not work for all. One method may be to offer multiple methods for each employee to be updated on current and upcoming efforts. Instead of requiring physical attendance, you might try supplementing internal communications with Agile/SCRUM management apps, video recordings and message posts. Employees then have the choice of how they want to be involved.

The second and most important part is accountability. Using project/time tracking boards and encouraging a game/like competition based on the resulting statistics, encourages productivity and new ideas.

Bottom line, get your people excited! This article details some great ways to do this!

If you, as a leader can not rewire yourself, then you must hire a “heretic”. Having played this role in more companies than I would like to admit, Heretics have a singular focus; profitable growth. With that said, if you’re marketing sucks we don’t care it came from your brother in laws’ firm, we identify the issue and create a roadmap to break through.

As heretics we do not believe in silos as a way to become a market leader, so we create cross functional teams and invite people to learn other areas. It’s amazing how less critical people are when they are exposed to another’s area.

The way our brains work is we create new synapses every new challenge, every new thing we must learn.

From a biblical stand point we grow quicker in life valleys than mountain top experiences.

Good post, but a challenge for most.

Mark Allen Roberts

To overcome the second obstacle, I think we should have better teamwork in the the team and hold employees accountable for helping the leader for each project. Again, our team is very small and we get a lot of small and medium size projects at a time; so each leader is basically tasked with the project in its entirety.