From Drama to Dynamo: Transforming Team Dynamics

What to do when a team member seems unmotivated, hesitant to step up, or stirs the pot

Ever encountered a colleague or direct report who seems perpetually low on motivation, wary of stepping up, and occasionally adds a bit of drama to the mix? You’re not alone.

It’s tempting to write them off. To label them as “difficult,” “disengaged,” or “high maintenance.”

But if you pause, just for a moment, and look under the surface, you might discover something surprising: many of these behaviors are not resistance.

They’re signals. They’re a form of communication.

And as a leader (or peer), how you choose to interpret and respond to those signals can shift the entire team dynamic.

Why People Seem “Unmotivated” or “Dramatic”

Let’s reframe the question from “What’s wrong with them?” to “What might be true for them?”

Here's what might be going on:

• Lack of Motivation: They don’t see how their work connects to anything meaningful. Or maybe they’re just burned out from carrying too much, invisible loads to you too much for them.

• Hesitation to Step Up: Fear of failure, past criticism, perfectionism, or imposter syndrome might be whispering “Don’t try. You’ll mess it up.” FOMU

• Drama: Often a symptom of unmet needs, attention, control, recognition, or psychological safety.

These aren’t personality flaws. They’re survival strategies. Once useful. Now misfiring.

Reflective Questions for Leaders (and Colleagues). Ask yourself:

• Have I clearly communicated goals, expectations, and purpose?

• Do they feel psychologically safe to experiment, speak up, or fail?

• Am I unknowingly reinforcing fear or uncertainty through my tone or feedback style?

• Have I asked, not assumed, what’s going on for them?

Strategies to Re-Engage: From “Why Bother?” to “Let’s Go!”

This isn’t about “fixing” people. It’s about creating the conditions where they can thrive. And yes, often that means making the first move, even when you’re frustrated (hey you're the leader right?).

Active Listening: Create a Safe Space for Honest Dialogue

Sometimes what looks like drama is just someone shouting (silently) to be heard.

Try this:

• Schedule a one on one that’s not about performance. Just a check-in.

• Ask:

  • “What’s been energizing or draining you lately?”

  • “What do you wish others understood about your work?”

  • “Where do you feel most confident right now?”

• Don’t interrupt. Don’t fix. Just hold space.

Why it works: Active listening reduces defensiveness and increases oxytocin levels, the connection hormone, making it safer for people to tell the truth.

Empower with Ownership, Not Just Tasks

People engage more when they’re solving, not just doing.

Try this:

• Frame work as a problem to solve, not a chore to complete: “This challenge keeps popping up. What’s your take on it?”

• Invite their ideas before offering yours.

• Resist micromanaging the process, coach them through it instead.

Why it works: According to Self-Determination Theory (Deci & Ryan), autonomy is a key driver of motivation. People bring more energy when they feel like agents, not order-takers.

Recognize Effort, Not Just Results

If someone feels their efforts only count when they win gold, they’ll avoid showing up at all.

Try this:

• Notice and name effort: “You stayed curious in that tough meeting. That made a difference.”

• Use micro-recognition in the moment, not just formal praise.

• Balance public praise with private appreciation, both matter.

Why it works: Effort-based praise builds resilience and growth mindset. It tells the brain: “This was worth doing, even if the outcome wasn’t perfect.”

Clarify Expectations, But Leave Room for their voice

Misalignment causes drag. And drag creates friction.

Try this:

• Ask: “What does success in your role look like to you right now?” Then share your perspective and align together.

• Check in weekly: “Is anything unclear or blocking your focus?”

Why it works: Ambiguity breeds anxiety. But co-created clarity builds both confidence and commitment.

Invite Curiosity Over Compliance

People resist when they feel forced. They lean in when they feel invited.

Try this:

• Ask: “If you could change one small thing about how you show up, what would you choose?”

• Invite experimentation: “What’s something you’d love to try next week?”

• Be curious, not corrective. Coach, don’t command.

Why it works: Curiosity taps into intrinsic motivation. It reframes behavior change as self-expression, not self-correction.

Create the Condition:

If you’ve got someone on your team who seems disengaged or disruptive, don’t start with discipline. Start with curiosity.

What might they be protecting? What might they be longing for? What might they become with the right kind of support?

The road from drama to dynamo isn’t paved with blame. It’s walked, side-by-side, with attention, trust, and a little faith.