Episode 179
Is the 'Can't Do' Attitude Holding Your Business Back? 7 Strategies to Overcome It
In Episode 179 of The Business Development Podcast, Kelly Kennedy tackles the dangers of the "can't do" attitude and its impact on businesses and teams. He explores how this mindset—marked by negativity, self-doubt, and resistance to challenges—can hold back both individuals and entire organizations. Drawing from his own experiences and interviews with successful leaders, Kelly outlines how the "can't do" attitude can be deeply ingrained but offers actionable strategies to help team members shift toward a "can do" mindset. He emphasizes the importance of belief, collaboration, and fostering a culture that promotes growth and adaptability.
Kelly also shares seven practical steps to help leaders transform negativity within their teams, such as recognizing negative self-talk, focusing on small wins, and promoting a growth mindset. The episode also delves into difficult but necessary leadership decisions, like knowing when to part ways with employees who consistently resist change or hinder progress. Ultimately, Kelly highlights that the success of a team and business depends on maintaining an optimistic, solution-oriented mindset while leading by example.
Key Takeaways:
1. A "can't do" attitude is characterized by negativity, self-doubt, and resistance to challenges, and can hold back individuals and teams.
2. Belief is everything; whether you think you can or can't, you're right, and that mindset shapes outcomes.
3. Encourage team members to recognize and reframe negative self-talk, replacing it with constructive, positive affirmations.
4. Small wins are important to build confidence and shift focus from failures to achievements.
5. Cultivating a growth mindset helps individuals view failures as opportunities for learning and growth rather than setbacks.
6. Providing constructive feedback that focuses on strengths and opportunities for improvement fosters development and optimism.
7. Surrounding yourself with a supportive, solution-oriented team can uplift morale and foster a "can do" attitude within the group.
8. Challenges should be reframed as opportunities for innovation and growth, rather than roadblocks.
9. As a leader, modeling a positive and resilient attitude can inspire others to adopt similar behaviors.
10. If an employee consistently exhibits a "can't do" attitude despite feedback and coaching, it may be time to part ways to protect team morale and company progress.
Unlock the Growth You Deserve
Your business has incredible potential, and I’m here to help you tap into it. Together, we’ll explore strategies that are customized to your unique goals, empowering you to create lasting success. Let’s take the next step in your journey and transform your vision into reality. Ready when you are—start your transformation today at [Capital Business Development Coaching](https://kelly-kennedy-f640.mykajabi.com/capital-business-development-coaching).
References: Attorney Aaron Hall, Cubicle Therapy and Success.com
Transcript
Welcome to episode 179 of the Business development podcast.
Kelly Kennedy:And today we're chatting all about the can't do attitude.
Kelly Kennedy:And what are some of the signs?
Kelly Kennedy:It might be time to let someone go?
Kelly Kennedy:Stick with us.
Kelly Kennedy:You are not going to want to miss this episode.
Speaker B:The great Mark Cuban once said, business happens over years and years.
Speaker B:Value is measured in the total upside of a business relationship, not by how much you squeezed out in any one deal.
Speaker B:And we couldn't agree more.
Speaker B:This is the business development podcast, based in Edmonton, Alberta, Canada, and broadcasting to the world.
Speaker B:You'll get expert business development advice, tips and experiences, and you'll hear interviews with business owners, CEO's and business development reps.
Speaker B:You'll get actionable advice on how to grow business brought to you by Capital Business development CapitalBd CA let's do it.
Speaker B:Welcome to the Business Development podcast.
Speaker B:And now your expert host, Kelly Kennedy.
Kelly Kennedy:Hello.
Kelly Kennedy:Welcome to episode 179 of the Business Development podcast.
Kelly Kennedy:And today we're chatting all about the dangers of the can't do attitude.
Kelly Kennedy:We talk about it all the time on this show.
Kelly Kennedy:Whether you believe you can or whether you believe you can't, you're right.
Kelly Kennedy:And so the power of belief and the power of the can't do attitude is actually substantial.
Kelly Kennedy:And we've all had these people working with us at one point or another, whether they were part of a project team, whether they were part of the operations team, the business development team, you name it.
Kelly Kennedy:The can't do attitude is real and it is dangerous to the forward progress of any projects that we take on, any companies that we want to build.
Kelly Kennedy:We've seen it with guests that we've talked to who've had radical transformations after unfortunately having to let go certain employees to get rid of that can't do attitude that was holding their businesses back.
Kelly Kennedy:And so today we're going to chat about the dangers of the can't do attitude.
Kelly Kennedy:And hopefully we're going to find some ways to correct these challenges with our teams because we love the people we work with, we love our teams, and we want to make sure that we give them the best possible options, the best possible outcomes in order to keep our businesses moving forward and keep our people engaged and excited and hopeful for the project.
Kelly Kennedy:We want to hopefully turn the can't do attitude into a can do attitude.
Kelly Kennedy:But before we get into that today, I wanted to start with a show update.
Kelly Kennedy:We are sitting at 219,000 downloads.
Kelly Kennedy:We have 28, 32, 32 followers on Apple Podcasts and Spotify.
Kelly Kennedy: re quickly crushing up to the: Kelly Kennedy:And if you are looking for a free, cheap and easy way to support this business, give us a like, give us a follow on your platforms of choice.
Kelly Kennedy:And heck, if you're really feeling ambitious, share a few of our posts on LinkedIn.
Kelly Kennedy:It really does help us to reach a broader audience and hopefully educate and inspire some new people.
Kelly Kennedy:We are still taking community questions, guys, we don't have enough at this time to do an October October community questions, but I am hoping that we have enough to do a November community question.
Kelly Kennedy:So please do submit any questions you have for the show to podcastapitalbd CA.
Kelly Kennedy:That is podcast at Capitalbd CA and we will work to get that addressed for you on an upcoming community questions episode.
Kelly Kennedy:All right, let's get into it.
Kelly Kennedy:A can't do attitude, either personally or within your team, can mean the difference between success and failure of your project, your opportunity, or heck, even your business.
Kelly Kennedy:Today we are going to discuss what is a can't do attitude and how to counteract it.
Kelly Kennedy:Because whether you think you can or you think you can't, you are right.
Kelly Kennedy:Guys.
Kelly Kennedy:Belief is everything.
Kelly Kennedy:It's kingdom.
Kelly Kennedy:We have to believe in our business, we have to believe in our products and services, and we have to believe that our customers are out there in the world.
Kelly Kennedy:Because the moment we don't, we are in trouble.
Kelly Kennedy:You have likely worked with somebody like this before, or heck, you may even know someone like this right now.
Kelly Kennedy:They call themselves realists, pessimists, cautious pragmatists, or even skeptical.
Kelly Kennedy:These labels allow individuals to rationalize their can't do attitudes in ways that align with their perceptions of the world.
Kelly Kennedy:Guys, we have to remember the people with can't do attitudes.
Kelly Kennedy:They didn't just get here.
Kelly Kennedy:They have struggled with things.
Kelly Kennedy:They're using real life challenges to stop them from having to do it again.
Kelly Kennedy:There's something that happened that led them down this path.
Kelly Kennedy:And so it's important to remember that all of these people, they have their reasons for being can't do attitudes.
Kelly Kennedy:Whatever, whether it's real or false, whether it's a real reason or a false reason, it doesn't really matter.
Kelly Kennedy:At the end of the day, there is a reason that they developed a can't do attitude.
Kelly Kennedy:And the great news about this is they can also make a choice to try to come back into a can do attitude.
Kelly Kennedy:And so today we're going to chat about this.
Kelly Kennedy:What is a can't do attitude?
Kelly Kennedy:Surprisingly, finding a formal definition for this was actually pretty hard.
Kelly Kennedy:So I had to ask chat GPT for help chat, gBT gave me this.
Kelly Kennedy:A can't do attitude refers to a mindset or outlook when somebody consistently believes that they are unable to accomplish tasks or overcome challenges.
Kelly Kennedy:This attitude is characterized by negativity, self doubt, and a lack of confidence in one's abilities, often resulting in giving up easily or not even attempting to find solutions in the first place.
Kelly Kennedy:It contrasts with a can do attitude, which embodies optimism, determination, and a belief in finding ways to succeed.
Kelly Kennedy:A can't do attitude tends to focus on limitations rather than possibilities.
Kelly Kennedy:I think that was pretty good.
Kelly Kennedy:So if we're dealing with a can't do attitude, whether this is our own can't do attitudes, guys, I've been there.
Kelly Kennedy:I've been there.
Kelly Kennedy:I talk about it on this show.
Kelly Kennedy:When I was starting in BD, there was, you know, large scale oil and gas companies in Canada that, honestly, I didn't think that I could get into.
Kelly Kennedy:And because I didn't think that I could get into these companies, that I could book meetings with them, my can't do attitude kicked in, and it basically made it impossible.
Kelly Kennedy:Why?
Kelly Kennedy:Because I just didn't even try.
Kelly Kennedy:What was the point of trying something that felt impossible?
Kelly Kennedy:Little did I know down the line, this would not only be very possible, but I would accomplish this task multiple times for different clients.
Kelly Kennedy:The reality is, guys, we all have self limiting beliefs.
Kelly Kennedy:This is just as relevant for each and every one of us, even if we are can do people.
Kelly Kennedy:Because likely at one project, at one client, at one time or another, we held a can't do attitude.
Kelly Kennedy:And we have to remember, guys, this happens to each and every one of us.
Kelly Kennedy:This could be just as much for you as it could be for any one of your teammates.
Kelly Kennedy:And remember, there are certain situations where maybe it isn't possible.
Kelly Kennedy:There are certain things that maybe are out of the realm of possibility.
Kelly Kennedy:But I will still try.
Kelly Kennedy:I will still give it a try.
Kelly Kennedy:Because you're better off to try and maybe succeed in a lot of things than you are to not try at all and always wonder whether or not you could have.
Kelly Kennedy:I find that so many of the times that I had a can't do attitude, that I had a self limiting belief when I actually challenged that self limiting beliefs.
Kelly Kennedy:Magical things happen, guys.
Kelly Kennedy:Magical things happen.
Kelly Kennedy:Maybe I actually accomplished the thing that I didn't think I could.
Kelly Kennedy:And, you know, those oil and gas companies are a big example of that.
Kelly Kennedy:Heck, me starting a business was a big example of that.
Kelly Kennedy:I was afraid to start the business, but I didn't let it stop me.
Kelly Kennedy:I tried anyway, and we succeeded.
Kelly Kennedy:Guys, I was really afraid to start this podcast.
Kelly Kennedy:Episode three was nearly the end of this show.
Kelly Kennedy:We are recording episode 179 right now.
Kelly Kennedy:This is absolutely incredible.
Kelly Kennedy:Episode three was nearly the end because I thought, oh, my gosh, like, I'm sitting, I'm talking to my wall.
Kelly Kennedy:Who is even listening to this show?
Kelly Kennedy:Well, guys, you know what?
Kelly Kennedy:If you're listening to the show, a lot of people listened to this show, and you, too can have success if you are willing to take a risk.
Kelly Kennedy:If you are willing to turn a can't do attitude into a can do attitude, I think you can surprise yourself.
Kelly Kennedy:So if we are struggling with a teammate or we are struggling internally, or maybe we're struggling with somebody in our organization who is resistant to change, and they are throwing up all the can't do roadblocks like we have seen with many of the companies that we've interviewed on this show.
Kelly Kennedy:What are some of the ways that we can address a can't do attitude in a productive way?
Kelly Kennedy:I'm going to give seven steps here for us to work to turn a can't do attitude around.
Kelly Kennedy:Step number one, recognize and address the negative self talk.
Kelly Kennedy:Encourage individuals to become aware of their internal dialogue.
Kelly Kennedy:Often a can't do attitude stems from repetitive negative thoughts.
Kelly Kennedy:Help them to change these thoughts and replace them with more constructive, positive affirmations.
Kelly Kennedy:For example, instead of thinking, I can't do this, encourage reframing to I can figure this out, guys.
Kelly Kennedy:This is it.
Kelly Kennedy:So many of us are struggling with negative self talk, negative self beliefs.
Kelly Kennedy:There's so many things that you are capable of that you are telling yourself you are not capable of.
Kelly Kennedy:And a lot of the people who you're refining resistance from are probably feeling the same way.
Kelly Kennedy:It comes from an internal resistance because maybe they don't believe they're good enough, maybe they don't believe they can.
Kelly Kennedy:But we have to change that internal self talk from I can't do this to I can do this.
Kelly Kennedy:I'm going to figure it out.
Kelly Kennedy:I'm going to give it my all and see what happens.
Kelly Kennedy:Number two, we need to focus on small wins.
Kelly Kennedy:Start by setting small, achievable goals to build confidence.
Kelly Kennedy:Celebrating small victories helps shift the focus from failures to accomplishments.
Kelly Kennedy:Recognizing progress, no matter how small, can boost morale and foster a more optimistic approach.
Kelly Kennedy:We talk about this all the time on the show, guys.
Kelly Kennedy:We have to celebrate the small wins.
Kelly Kennedy:And even me, I'm horrible for this.
Kelly Kennedy:I really am.
Kelly Kennedy:Like, we just won a w three award.
Kelly Kennedy:I haven't yet celebrated yet.
Kelly Kennedy:I'm excited, but I haven't yet celebrated but yet this is something that I should be celebrating.
Kelly Kennedy:It's a small win that I should be celebrating.
Kelly Kennedy:And we have to find the ways to celebrate these little wins along the way because they matter.
Kelly Kennedy:They are a win.
Kelly Kennedy:And every time that you celebrate ten or 15 small wins, it can really start to negate the big negative effect of that next loss, of that next roadblock.
Kelly Kennedy:And remember, guys, no roadblock is a roadblock forever.
Kelly Kennedy:It may be a roadblock right now.
Kelly Kennedy:Small roadblocks are just that.
Kelly Kennedy:They can seem really big in the moment, but when you look back at them after you surpass them, and maybe you're taking on an even larger challenge, an even bigger challenge that can make those small roadblocks look so small.
Kelly Kennedy:When you look back at them, everything seems big in the moment.
Kelly Kennedy:Remember that.
Kelly Kennedy:Everything seems high magnitude in the moment.
Kelly Kennedy:That doesn't mean that it is.
Kelly Kennedy:It means that in the moment, it feels that way.
Kelly Kennedy:Sometimes even large magnitude challenges look small when they're in the rearview mirror.
Kelly Kennedy:Remember that you can overcome many, many, many challenges if you just keep at it.
Kelly Kennedy:Number three, promote a growth mindset.
Kelly Kennedy:Cultivate a culture where failure is seen as an opportunity to learn rather than a setback.
Kelly Kennedy:Encourage team members to view challenges as a chance to grow their skills, emphasizing that effort and perseverance lead to improvement over time.
Kelly Kennedy:This can help move the focus away from limitations and on to possibilities.
Kelly Kennedy:Guys, think about anything.
Kelly Kennedy:You've been incredible at.
Kelly Kennedy:Did you start out incredible at it?
Kelly Kennedy:I can tell you I didn't.
Kelly Kennedy:I'm going to give you an example.
Kelly Kennedy: ,: Kelly Kennedy:I don't know, one of those things.
Kelly Kennedy:I got a remote model plane for my birthday.
Kelly Kennedy:And if you guys have been listening to this show for any length of time, you guys know I'm an airplane nerd.
Kelly Kennedy:I absolutely love airplanes.
Kelly Kennedy:I've been flying model airplanes, like I said, since I was about 16 or 17 years old.
Kelly Kennedy:If you know anything about flying model airplanes, you know it's flipping hard and it has a massive learning curve.
Kelly Kennedy:And back then, we didn't have, like, RC simulators.
Kelly Kennedy:I'm dating myself.
Kelly Kennedy:We probably did, but I didn't have one.
Kelly Kennedy:But I didn't have an RC simulator to crash endlessly on while learning.
Kelly Kennedy:So I was crashing real planes.
Kelly Kennedy:And, guys, I was so frustrated because if you know anything about flying model planes, when the plane is flying at you, all of the controls are reversed.
Kelly Kennedy:And so I had multiple crashes.
Kelly Kennedy:Guys, I think the lifespan for my planes was, if I was lucky, five flights in the beginning.
Kelly Kennedy:And eventually I got to a point where I just never crashed anymore and I can keep a plane going for damn near ever.
Kelly Kennedy:I could run out of battery power and still damn near bring that thing down.
Kelly Kennedy:The point is, is that it took me multiple, multiple tries to get great at that skill.
Kelly Kennedy:I probably suck at it now because it's been a long time, but point is, we all have failure on the road to success.
Kelly Kennedy:Whether you have failure in the beginning of your podcast, whether you have failure in the beginning your business, whether you don't close the client you really wanted in that moment, if you keep at it, you are going to get great at it.
Kelly Kennedy:You are going to have podcast success, you are going to have business success, you are going to close that incredible client.
Kelly Kennedy:Because persistence over time breeds success.
Kelly Kennedy:Persistence, consistency over time breeds success.
Kelly Kennedy:Don't be afraid to fail.
Kelly Kennedy:We all fail in the beginning.
Kelly Kennedy:We all have small setbacks.
Kelly Kennedy:We all do.
Kelly Kennedy:But if we take that mindset that we can learn from each and every one of those setbacks, my gosh, you are going to learn, you are going to achieve and you are going to overcome.
Kelly Kennedy:We need to provide constructive feedback.
Kelly Kennedy:When giving feedback, focus on strengths and opportunities for growth rather than solely on weaknesses.
Kelly Kennedy:Help individuals understand that setbacks are part of the process and guide them towards finding solutions rather than dwelling on problems.
Kelly Kennedy:Guys, it doesn't matter what it is.
Kelly Kennedy:There's likely something great in every failure.
Kelly Kennedy:There's likely something positive that you or an employee is doing incredibly well, that you can focus on, that you can motivate them with that.
Kelly Kennedy:You can say, hey, you absolutely killed it on here, and we're going to work on this part, but you keep it up because this particular thing you're doing, it's incredible.
Kelly Kennedy:There's ways to motivate people and build people up while also helping them with their challenges.
Kelly Kennedy:At the same time, if we can focus on, yeah, maybe there's something that you didn't do great at, maybe there is.
Kelly Kennedy:Whatever.
Kelly Kennedy:Let's not dwell on that.
Kelly Kennedy:Let's look at the things you do do great, and we can improve that other thing.
Kelly Kennedy:But the reality is, for everything that I suck at, there's something that I am absolutely incredible at, and you, too.
Kelly Kennedy:And so it's important that even though we're a work in progress, every one of us, like I say it all the time, I'm an expert until yesterday.
Kelly Kennedy:You're an expert until yesterday.
Kelly Kennedy:Tomorrow's a new day.
Kelly Kennedy:There's a new technology there's a new something that's coming to knock you off your podium tomorrow.
Kelly Kennedy:So it's important that we are constantly learning, that we are constantly working to improve ourselves, which means that there are things that I'm working on right now that I still suck at, that I'm still learning.
Kelly Kennedy:AI is a big one of those things.
Kelly Kennedy:You guys know I don't do a ton of shows on AI.
Kelly Kennedy:Why?
Kelly Kennedy:Because I'm still learning it.
Kelly Kennedy:I'm still learning it.
Kelly Kennedy:We all are.
Kelly Kennedy:We're all in this AI playground together, and I need to figure out how to use it effectively before I can teach you guys how to use it effectively.
Kelly Kennedy:So we're all a work in progress.
Kelly Kennedy:But you know what?
Kelly Kennedy:I'm pretty great at podcasting.
Kelly Kennedy:I'm pretty great at business development.
Kelly Kennedy:I do have a lot of things that I am great at, and that's awesome.
Kelly Kennedy:And it's important that we focus on those things, too.
Kelly Kennedy:Number five, we need to encourage collaboration and support.
Kelly Kennedy:We need to build a supportive team environment where members uplift each other.
Kelly Kennedy:Encourage team members to share their skills and knowledge.
Kelly Kennedy:Helping those who feel stuck or overwhelmed working together on problem solving fosters a can do attitude within the group.
Kelly Kennedy:Guys, great teams are incredible.
Kelly Kennedy:Some of the people that I've met on LinkedIn have been incredible.
Kelly Kennedy:In the same way.
Kelly Kennedy:LinkedIn kind of operates as a cool team of people.
Kelly Kennedy:LinkedIn has like a community of incredible people who uplift me, who uplift each other, who are constantly motivating and supporting or whatever else.
Kelly Kennedy:And this can be like, I'm talking a virtual team, but like, this can be an in house team.
Kelly Kennedy:This can be your office, but surround yourself with people who build you up instead of tear you down.
Kelly Kennedy:Try to surround yourself with can do attitude, people.
Kelly Kennedy:It can absolutely, absolutely change your life and change your business.
Kelly Kennedy:You need people who can see your vision and who can help you achieve it, not people who are going to tear down your vision piece by piece.
Kelly Kennedy:Tear you down piece by piece.
Kelly Kennedy:We have enough challenges in life than to surround ourselves by people who are going to tear us down.
Kelly Kennedy:And it's so funny because, you know, I had an interview with Ross Huert from NBC Group.
Kelly Kennedy:He was talking about how one of the most challenging things that he had to do was let go of some team members who he realized were not contributing to his vision, to his future growth of the company.
Kelly Kennedy:And sometimes that absolutely has to happen in order to surround yourself with the right people, not the people who are going to tear you down and get in the way.
Kelly Kennedy:Number six, we have to reframe challenges as opportunities.
Kelly Kennedy:Help the team reframe their thinking around difficulties.
Kelly Kennedy:Instead of seeing challenges as roadblocks, guide them to view these moments as opportunities for innovation and learning.
Kelly Kennedy:This shift in perspective can empower individuals to tackle problems more proactively.
Kelly Kennedy:A lot of our fear is strictly of the unknown, right?
Kelly Kennedy:New tasks, new programs, whatever it is, shifts in the business, pivots in the business.
Kelly Kennedy:These are scary things.
Kelly Kennedy:We should be positive that we're going to anticipate some level of resistance.
Kelly Kennedy:Why?
Kelly Kennedy:Because change is scary.
Kelly Kennedy:Right?
Kelly Kennedy:Change is scary.
Kelly Kennedy:We know if we've been in business any length of time, it's not just scary, it's absolutely mandatory for our long term success.
Kelly Kennedy:But that doesn't mean that everybody handles change the same way.
Kelly Kennedy:And so if we can reframe the changes, hey, this is an opportunity to learn this life changing skill.
Kelly Kennedy:Hey, AI is going to change the world.
Kelly Kennedy:Don't you want to be a part of that?
Kelly Kennedy:Yeah, I get it.
Kelly Kennedy:We don't have all the answers right now, but we're going to figure them out along the way.
Kelly Kennedy:Yeah, our business is going to do something a little different than we've ever done before.
Kelly Kennedy:But isn't that exciting?
Kelly Kennedy:There's a different way to phrase things, to motivate people instead of scare them.
Kelly Kennedy:And so it's important that if we are implementing some level of change, some level of major change within a business, that we also contrast it with an incredible opportunity to grow and learn.
Kelly Kennedy:Because guess what?
Kelly Kennedy:The currency of the future is the ability to grow and learn with these quickly advancing technologies, with these insanely fast pivoting companies.
Kelly Kennedy:Okay?
Kelly Kennedy:Adaptability is the way of the future.
Kelly Kennedy:And so we have to encourage our teams and ourselves to embrace it.
Kelly Kennedy:To embrace it with enthusiasm and excitement and be excited about the opportunity to learn these new, crucial skills to our future.
Kelly Kennedy:And number seven, we have to lead by example.
Kelly Kennedy:As a leader or a team member, we have to embody a positive, solution oriented mindset.
Kelly Kennedy:Demonstrate how a can do attitude benefits both personal growth and team success.
Kelly Kennedy:When leaders and peers model resilience and optimism, it influences others to adopt similar behaviors.
Kelly Kennedy:Guys, we have to lead by example.
Kelly Kennedy:If we want our teams to feel excited about the future, we have to be excited about the future.
Kelly Kennedy:If we want our teams to buy into our vision, we have to buy into our own vision.
Kelly Kennedy:If we want people to be can do attitude thinkers, we have to be can do attitude thinkers.
Kelly Kennedy:Guys, we have to change ourselves first before we can lead our teams to success.
Kelly Kennedy:But each and every one of us has that in us.
Kelly Kennedy:Each and every one of us can do it.
Kelly Kennedy:I have belief in each and every one of you.
Kelly Kennedy:Now, what happens if we've tried to take these steps with a person on our team and we are unfortunately not making headway?
Kelly Kennedy:What are some of the signs that maybe we have to part ways with this teammate, with this partner, with this employee, maybe with somebody who is high level in our organization, but what are some of the signs that we're working with a team that is not going to help us achieve the next possible step?
Kelly Kennedy:And guys, I've interviewed multiple, multiple leaders on this show who have had to remove major, major partners, major teammates, maybe long term employees who've been with the company a long time, but they are no longer supporting the mission, the vision, the values of the company.
Kelly Kennedy:There can't do attitude is literally killing the organization and the ability to move forward.
Kelly Kennedy:What are some of the scenarios that we need to consider that it might be time to part ways with somebody who's part of our team?
Kelly Kennedy:Number one, consistent negative impact on morale.
Kelly Kennedy:When an employee's can't do attitude is bringing down the rest of the team, leading to reduced motivation, collaboration or morale, it's a major red flag.
Kelly Kennedy:This negativity can be contagious, making all the other team members less enthusiastic or confident about their work.
Kelly Kennedy:Guys can't do attitudes are contagious, so our can do attitudes, we need to surround ourselves with can do people.
Kelly Kennedy:Number two, failure to improve despite feedback.
Kelly Kennedy:Let's say that we've used all the steps that we just discussed to try to frame shift from a can't do attitude to a can do attitude.
Kelly Kennedy:If you've provided regular feedback, coaching and opportunities for improvement, and yet the teammate still displays the same attitude without making any effort to change it, it could signal an inability or unwillingness to grow.
Kelly Kennedy:When employees fail to address performance or mindset issues despite being given support, it's a sign that they may not be a good fit if they are failing to improve.
Kelly Kennedy:Guys despite opportunities for improvement.
Kelly Kennedy:Number three, repeatedly misses targets or deadlines.
Kelly Kennedy:A can't do mindset often leads to missed goals, reduced productivity, or a consistent inability to meet deadlines.
Kelly Kennedy:If this becomes a pattern and affects the team or company performance, it may be necessary to let an employee go.
Kelly Kennedy:Number four, lack of accountability.
Kelly Kennedy:When an employee consistently avoids responsibility, blames external factors, or refuses to take ownership of their role, it becomes problematic.
Kelly Kennedy:Team success depends on accountability, and an employee with a can't do attitude can and will hinder progress.
Kelly Kennedy:Number five, disruptive behavior and resistance to change.
Kelly Kennedy:If the employee resists changes or refuses to adopt new strategies or processes that could improve their performance, this can stifle innovation and growth.
Kelly Kennedy:Consistent resistance to feedback or change can harm the team's ability to adapt and move forward.
Kelly Kennedy:Once again, guys, it is is contagious and it can eat away at your team's morale.
Kelly Kennedy:Number six, toxic influence on team dynamics.
Kelly Kennedy:If the employees negativity creates a toxic environment that affects communication, collaboration or trust within a team, it is time to make a change.
Kelly Kennedy:The team's overall cohesion and effectiveness should not be compromised by one individual.
Kelly Kennedy:And yet, if you look at nearly every organization they have, one or two can't do attitude.
Kelly Kennedy:Individuals who are ultimately holding back the entire team.
Kelly Kennedy:And this is what we've seen, guys.
Kelly Kennedy:Like I said, if you guys want to reference back, check out the interview that I had with Ross who were at NBC Group, and check out the interview I did with Jory Evans.
Kelly Kennedy:And both of them talked about hard decisions where they had to let go of team members because it was holding back the vision and values and the entire company.
Kelly Kennedy:Number seven, you've exhausted all other options before making the decision to terminate.
Kelly Kennedy:It's always important to exhaust all other options, such as coaching, training, mentorship, or role adjustment.
Kelly Kennedy:If none of these interventions lead to meaningful improvements, then it is probably time to let the employee go.
Kelly Kennedy:Letting go of a can't do employee becomes necessary when their attitude consistently hinders their own performance, the team team's morale, and the company's progress, despite efforts to help them improve.
Kelly Kennedy:So, guys, we all hate it.
Kelly Kennedy:We hate partying with our teams.
Kelly Kennedy:We love our teams.
Kelly Kennedy:You know, teams are incredible, and every individual has a role to play.
Kelly Kennedy:But if you have somebody who is constantly abrasive, who is constantly turning down ideas or hindering your performance, your company's performance, your ability to move forward, to take on new tasks, to acquire new clients, whatever it may be, it might be time to evaluate that employee's role on your team and whether or not they even should have a role on the team.
Kelly Kennedy:Guys, I didn't want to go here, but I didn't think that it was possible to do this episode without also discussing the alternative, which is if you cannot change the behavior, there are some people, guys that are just, they're not willing to do the work.
Kelly Kennedy:And a lot of the stuff we talk about on the show, it involves work.
Kelly Kennedy:It involves some personal reflection, some personal work.
Kelly Kennedy:I've had a lot of personal reflection and personal work.
Kelly Kennedy:And you guys know, I'm not afraid to share my shortfalls with you, which I have plenty, and I'm working on them.
Kelly Kennedy:But that's the key.
Kelly Kennedy:I'm working on them and I'm willing to recognize them.
Kelly Kennedy:There are people who are not willing to work on them, who are not willing to recognize them, who maybe they don't even believe they have a shortfall.
Kelly Kennedy:Maybe they're so pessimistic that's just the way they are.
Kelly Kennedy:And that's they're proud of it.
Kelly Kennedy:That they're proud of that.
Kelly Kennedy:And that's fine.
Kelly Kennedy:But it may not be fine for the dynamic of the team.
Kelly Kennedy:It may not be fine for you and your company and your forward progress.
Kelly Kennedy:And so you may have hard decisions.
Kelly Kennedy:But I'll tell you what, in those conversations that I had with Ross, in that conversation that I have with Jory, the outcome was massive.
Kelly Kennedy:The change in their companies for the better was palpable.
Kelly Kennedy:And so it is important to recognize that even though hard decisions have to be made, they can be followed with incredible, incredible upticks in the performance of your company, in the performance of your team, in the well being of your team.
Kelly Kennedy:And I think, guys, that might just be worth a struggle.
Kelly Kennedy:Remember, belief is everything, and whether you think you can or you think you can't, you are right.
Kelly Kennedy:References for today's show guys, was from attorney Aaron hall, cubicle therapy and success.com.
Kelly Kennedy:that is where I found most of the information for today's episode, and I wanted to thank all of them for their contribution.
Kelly Kennedy:Shoutouts this week Gary N.
Kelly Kennedy:Brian Hayes, Deanna Keen, Javier Azam, Zachary Annie Shereen Fatima Susan, Paseka Q.
Kelly Kennedy:Harrison, Terry Yan Hanat, Zakir Hussein, Ace Qureshi, Fritz Frandorf, Ricardo Flores, Jacob Goodman, Vijayan Swami Nathan Lauren Graff, Lucas Benjamin Schmidt, Colin Harms, Gabriel Puella, Amirabas Mira Korleu, Kevin Desjardins, and Brian Muccieri until next time, this has been the business development podcast and we will catch you on the flip side.
Speaker B:This has been the business development podcast with Kelly Kennedy.
Speaker B: business development firm in: Speaker B:His passion and his specialization is in customer relationship generation and business development.
Speaker B:The show is brought to you by capital business development, your business development specialists.
Speaker B:For more we invite you to the website at www.
Speaker B:Dot Capitalbd dot ca.
Speaker B:See you next time on the Business Development podcast.
