Your team member is not following the team's vision. What can you do to help them understand?

1 Identify the root cause

The first step is to find out why your team member is not following the team's vision. Is it a communication issue, a motivation issue, a skill issue, or a personality issue? You can do this by having a one-on-one conversation with them, asking open-ended questions, and listening empathetically. Try to understand their perspective, their goals, their challenges, and their needs. Don't judge, blame, or criticize them, but rather seek to understand them.

2 Clarify the vision

The next step is to clarify the team's vision and how it relates to your team member's role and contribution. Explain the purpose, the goals, the values, and the expectations of the team. Use specific examples and stories to illustrate the vision and how it benefits the team, the organization, and the customers. Show how your team member's work aligns with the vision and how it makes a difference. Ask them to share their feedback and questions, and address any concerns or objections they may have.

3 Involve them in the process

The third step is to involve your team member in the process of creating and implementing the team's vision. Ask them to share their ideas, opinions, and suggestions on how to achieve the vision. Encourage them to take ownership and responsibility for their tasks and outcomes. Give them autonomy and flexibility to work in their preferred style and pace, as long as they meet the standards and deadlines. Recognize and appreciate their efforts and achievements, and celebrate their successes.

4 Provide support and feedback

The fourth step is to provide support and feedback to your team member as they follow the team's vision. Offer them guidance, resources, and coaching to help them develop their skills and overcome their challenges. Provide them with constructive and timely feedback to help them improve their performance and quality. Acknowledge their strengths and areas of improvement, and help them set realistic and SMART goals. Express your confidence and trust in their abilities and potential.

5 Resolve conflicts constructively

The fifth step is to resolve any conflicts that may arise between your team member and the team's vision or other team members. Use a collaborative and respectful approach to handle disagreements and differences. Focus on the facts and the interests, not the positions and the personalities. Listen actively and attentively to both sides, and avoid making assumptions or jumping to conclusions. Seek to find a win-win solution that satisfies both parties and supports the team's vision.

6 Review and adjust

The final step is to review and adjust the team's vision and your team member's progress regularly. Monitor and measure the results and outcomes of the team's work, and compare them with the vision and the goals. Solicit and provide feedback from and to your team member and other team members, and identify what is working and what is not. Celebrate the achievements and learn from the failures. Adjust the vision and the action plan as needed, based on the changing needs and circumstances of the team, the organization, and the customers.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?