You’re a leader. You listen. You observe. And you’ve probably noticed that your team is drowning in requests, taking on far too much, and they absolutely struggle with saying no.
And when they do manage to push back, what happens? The request gets escalated and lands on your desk. Sometimes, you end up reneging on that very commitment you made with your team to decline exactly these types of requests.
So, your team, having bravely (and awkwardly) declined the request, now has to go and do the thing anyway. It’s demoralising. Morale, which might have been barely clinging on, just took another nosedive.
Why does this happen? The main reason isn’t what you think.
You worked hard with your team. You mapped out the details: what needs to be greeted with a firm 'no', why it benefits everyone (including the business in the long run), and how to communicate it. Your team was on board. They felt empowered. So, they said no.
And the rest of the business?
They resisted.
Imagine your team bravely declines a last-minute request from another department, citing their packed roadmap. The stakeholder goes straight to your boss, painting a picture of missed opportunities and stalled growth. Suddenly, your team is told to "make it happen," and all that empowerment evaporates.
The problem, my friend, is a classic case of bad change management.
You addressed part of the problem—your team. You gave them the tools and the rationale. You prepped them for a new operating model where 'no' is a valid, necessary answer.
But you didn’t work with the rest of the stakeholders.
For everyone else, this sudden 'no' is a change they haven’t processed or accepted. Resistance is the result. If that resistance is backed by your peers who have equal or more power than you, and they can brilliantly paint a picture of why your team’s plan will cause operational mayhem, then guess what?
They will win.
Your internal efforts at transformation get sabotaged from the outside. The delivery of your 'no' strategy collapses because the external ecosystem wasn't ready. It's not just about your team understanding; it's about the entire business understanding the value of that 'no'.
So, if you want your team to be able to say no effectively, if you want them to feel supported and empowered, and if you want to avoid descending into further operational chaos, you need to loop everyone into the change management fold. This isn't just a project for your team; it's a relational project management challenge for the entire organisation. You need to ensure everyone comes along for the ride, so the change is smooth and you all get the desired result.
It’s time to move beyond just fixing your team and start influencing the system around them.
Feeling swamped? Let’s get clear.
If your team is stuck saying yes to everything—and you’re feeling the cost—I can help.
In a short call, we’ll:
Pinpoint what’s really blocking your team.
Map simple next moves to shift things.
Share practical tools you can use right away.
No pressure. No fluff. Just a real conversation to help you lead with more ease—and get your team focused on what matters.
If that sounds helpful, book a free strategy call here
Speak soon!
Loell
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