While you might consider yourself to be a productive person, what happens when you have work with other team members who may not work the same way you do?
Getting teammates who don’t embrace productive techniques to work better together starts with understanding why. Some resist structure because they think it limits creativity or adds extra work. Others simply don’t see the value yet. The first step is empathy—listen to their concerns before pushing solutions. When people feel understood, they’re more open to change.
Next, lead by example. Show how using best practices—like clear task lists, shared goals, or meeting notes—actually saves time and reduces confusion. Instead of lecturing, demonstrate results. For example, if you use a project tracker that keeps deadlines visible, teammates will see how it prevents missed steps. Success is more persuasive than talk.
Keep the focus on shared benefits, not rules. Frame productive habits as tools to make everyone’s work easier. Say, “This will help us avoid redoing work,” rather than, “You need to follow this system.” People respond better to collaboration than correction.
Encourage small wins instead of major changes all at once. Ask the team to try one new method for a week—maybe a daily check-in or shared task board. When they notice less stress and better coordination, they’ll be more willing to adopt other techniques.
Positive reinforcement helps, too. Recognize when someone uses a productive habit, even in small ways. A quick “That update helped us stay on track” builds momentum.
David Allen and Edward Lamont wrote a book to help teams do better together. Here’s my conversation with them. If you and your team have had problems, their researched advice will help.
Dave Edwards Media 