What to do when someone on your team stops growing
Have you ever led someone who seems stuck? It’s not because they lack ability, but they just stopped…growing? What do you do?
They were once curious, but not anymore.
They were once ambitious, but they no longer dream or take risks.
Instead, they double down by working harder in the same ways that never truly served them. They avoid seeking help and shut out new ideas.
I once read that such individuals are often driven by fear: fear of judgment, fear of failure, fear of rejection. Left unchecked, the worst manifestation of this fearful mindset is cynicism.
If you're a leader to such an individual, what can you do?
1. See beyond the behaviour
Understand that stubbornness often masks fear and past wounds. Empathy first, judgment later.
2. Create psychological safety
Reassure them that trying, experimenting, and even failing won't be punished. Curiosity needs a safe home to grow.
3. Shift the definition of success
Focus on learning goals (what you explore, try, discover) rather than performance goals (how perfectly you execute).
4. Model curiosity yourself
Talk openly about things you’re learning, mistakes you’re making, experiments you’re running. Normalize growth.
5. Challenge with compassion
Gently coach them by questioning their rigid beliefs (“What if it’s not true?” or “What if you succeed. How would that look like?”). Invite. Don’t impose these new ways of thinking.
All in all, you cannot force curiosity and ambition. You can only create the conditions where it becomes safe and attractive again.
When do we stop being patient and let this person go?
You stop being patient when the person’s refusal to grow consistently harms the team, the mission, or their own well-being. They show no willingness to even try after multiple compassionate interventions. In other words:
If they are stuck but willing eg. show small signs of trying (not just talking about it), you keep working with them.
If they are stuck and resistant over time, despite safety, support, and compassionate challenge…it’s best for you to let them go — not out of anger, but because growth is a choice, and you cannot make it for them.
As much as you’re a compassionate leader, you must remember that your responsibility is to the bigger mission of the company and the rest of your team who are hungry to grow. I had to make such difficult decisions before but it’s for the greater good. Do you agree with my approach?