Prioritise Will Instead of Resources
- Andrew J Calvert
- 3 days ago
- 3 min read
Why committed people beat well-equipped teams, and how leaders and coaches can build that commitment
I’ve seen it over and over again, maybe you have too. Two teams. One with generous budgets, high-end tools, consultants galore, and stalled progress. The other with limited access, patchy support, and too many things on the go, and somehow they pull it off.
The difference? Will. Not resources.
We often assume performance problems are a resource issue. Not enough people. Not enough time. Not enough tech. But what if the real constraint is will, the internal drive to persevere, figure things out, take ownership, and keep going even when it’s hard?
Resources enable action. But will sustains it.
Will is powered by intrinsic motivation. And it’s not just about trying harder. It’s about caring deeply enough to act, adapt, and persist.
As coaches and leaders, we can learn to cultivate that.
🛠 How to Build Will in the People You Lead or Coach
This isn’t about forcing effort or romanticizing grit. It’s about setting the conditions where will can take root, grow, and carry work forward, especially in moments of complexity and ambiguity.
1. Anchor to Purpose, Not Performance
Why it matters: People don’t bring their best for KPIs, they do it for something they believe in. Will is fueled by meaning, not metrics.
How to build it:
Begin conversations by connecting goals to values: “What would achieving this mean to you personally?”
Reframe tasks as contributions to a bigger picture: “What impact does this have on your team, customers, or future self?”
Revisit purpose regularly, not just at kickoff. Purpose needs watering.
Coaching prompt: “When this work gets hard, what belief or value will keep you going?”
2. Make the First Step Ridiculously Doable
Why it matters: Big goals can feel overwhelming. That overwhelms the nervous system and fuels procrastination. Behavioral science (BJ Fogg’s work) shows that tiny, specific actions lower resistance and build momentum.
How to build it:
Help coachees or team members identify the smallest next step. Not the best step. The doable one.
Celebrate completion to build reward loops: “That first action proves you’re already in motion.”
Coaching prompt: “What’s a 5-minute version of starting this?” “What would a small but satisfying next move look like?”
3. Create Psychological Stretch, Not Strain
Why it matters: Challenge activates will. But too much challenge without safety creates shutdown. We need the Goldilocks zone: safe enough to risk, challenging enough to care.
How to build it:
Signal belief in the person’s potential: “You’ve got what it takes—I’ve seen it.”
Frame stretch assignments as learning labs, not performance tests.
Normalize effort and mistakes as part of growth.
Coaching prompt: “What feels just outside your comfort zone, but still within reach if you had support?”
4. Reinforce Agency Over Dependency
Why it matters: When people feel they can choose and act, they are far more likely to persist. Autonomy is a core psychological need (Deci & Ryan, Self-Determination Theory). Spoon-feeding kills will.
How to build it:
Resist solving too quickly. Stay curious a little longer.
Ask, don’t tell: “What options have you thought about?” or “What’s one thing you know you haven’t yet tried?”
Reflect their capabilities back to them: “You’ve navigated this kind of thing before. What worked then?”
Coaching prompt: “If you were giving someone else advice in your situation, what would you tell them?”
5. Notice, Name, and Celebrate Will When It Shows Up
Why it matters: Recognition reinforces behavior. But it’s not just about celebrating results. It’s about recognizing effort, risk, persistence, and initiative—even when outcomes are still emerging.
How to build it:
Catch people in the act of persistence.
Be specific: “You stayed with that challenge longer than most would—that shows real commitment.”
Link praise to identity: “That grit you showed? That’s part of who you are.”
Coaching prompt: “What did you do today that required more effort than usual?” “What did you stay with this week that might’ve gone unnoticed?”
🧭 Final Reflection
Will alone isn’t enough. Burnout is real. Systems do matter. Support can’t be skipped.
But here’s the truth I’ve come to believe: Will multiplies the value of every resource. Without it, all the resources in the world won’t get you anywhere.
Excellent article Andrew. Yes the will is more important. That's the key to keep the resources up and running. Will defines a purpose and ensures the end result is a safe landing.