Hint: They Got There For A Reason
Sidelined leaders often aren’t lazy or disengaged by nature. They’re casualties of misalignment: unclear expectations,
lack of inclusion, poor coaching, or outright neglect. When leadership later demands teamwork, the result is awkward at best—hostile at worst.
Here’s how a proactive, problem solving leader can leverage the SHIFT Matrix to rebuild trust, contribution, and culture.
S — Situation: Get Clear on What’s Really Happening
Your teammate wasn’t always disengaged. Something happened. Your job is to figure out what—and to name it without blame.
Ask:
- When did the shift in their engagement begin?
- Were they removed from key decisions or communication loops?
- Were they promised support that never came?
Then, have a direct, private conversation to acknowledge what they’ve experienced. You’re not defending it. You’re owning that it happened.
Language Tip:
“It seems like you’ve been left to figure a lot of this out alone. That’s not fair to you—or the team.”
This simple recognition is a door-opener.
H — Habits: Interrupt the Isolation Loop
Isolation becomes a cycle:
- Less inclusion → Less contribution → Less trust → Repeat.
You can interrupt it by intentionally changing your own behaviors:
- Invite them into collaborative planning conversations.
- Ask for their input before meetings—then cite their ideas in meetings.
- Give small public wins: “That idea from [Name] saved us a week.”
Reintegration is relational, not procedural.
No amount of new project assignments will fix what isolation broke. They need meaningful connection first.
I — Insight: Shift from Resentment to Responsibility
The myth leaders believe is:
“If they were serious, they’d just re-engage.”
The conscious alignment is:
“People need support to re-engage when they’ve been left out.”
If your teammate is dragging their feet, it may not be defiance. It may be defense. Pride, confusion, or fear of being shamed can all masquerade as laziness.
Don’t assume. Ask.
And make it safe to be honest.
F — Formulation: Take Action, Not Just Empathy
Here’s a process for re-engagement:
- Clarify Expectations
What does “better teammate” actually look like? Be specific. - Name the Gap Together
Let them identify where they’re stuck or unsure. - Co-Create a Re-entry Path
Assign ownership—but offer support checkpoints. - Pair Them with a Trust Bridge
Assign a peer (maybe you) to stay close in the early stages.
Don’t hand them a map and walk away. Take the journey with them until momentum builds.
T — Transformation: Signs That It’s Working
Re-engagement looks like:
- More proactive communication
- Visible ownership of tasks
- Asking for feedback or clarification
- Offering help to peers without being asked
- Smiling—yes, that too
When you see these, recognize them early and often.
Catch them doing it right and say so. That’s fuel.
Lead the Shift
People don’t always need more training or policy—they need someone to see them, invite them, and walk with them back into alignment. As a leader, you might not have caused the problem. But you can be the solution. Don’t wait for top-down directives.
Be the bridge. You can’t make them cross it or want to, but you can show them the way back! Because re-engaged leaders don’t just perform better. They build better teams—and that ripple is worth every intentional step you take.
