Navigating leadership challenges in a group with inactive members, By Vivian Daniel 

Introduction

Leadership is often seen as a rewarding experience, but it comes with its fair share of challenges. One of the most frustrating hurdles a leader can face is guiding a group where members are inactive or disengaged. Whether it’s a professional team, a community organisation, or an online group, navigating leadership in such circumstances, and especially, in the current economic state where people find themselves in Nigeria, requires patience, strategy and adaptability. 

Also, using myself as an example as I lead a few online groups (and some of them are Church groups) where I see all manner of behaviours from the members, it has become imperative to talk about these sorts of issues. Therefore, in this article, we will explore effective ways to lead successfully and inspire participation in groups where members are passive or unresponsive.

Understanding the Root Causes of Inactivity

Before implementing solutions, it is crucial to understand why group members may be inactive. Some common reasons include:

• Lack of Interest or Motivation: Members may have initially joined out of curiosity but lost interest over time. For instance, one of the groups I lead is about singles who are of a certain age bracket where it is expected that certain characters or attitudes are not found but alas, you won’t believe what goes on there.
• Unclear Expectations: If group roles and objectives are not well-defined, members may not know when and how to contribute. Likewise, if in the long run, their motives and expectations for joining the group are not met quickly, they will become inactive.
• Poor Communication: Of course, ineffective messaging can lead to misunderstandings or disengagement, especially when members have decided to conceal their identities and professions.
• External Issues and Commitments: Members may be busy with personal or professional obligations, so, it’s good such benefits of the doubt are given.
• Household and Personal Issues: Members may be going through tough times without wanting to divulge to a second or third party. Such can bring about their inactivity.
• Leadership Issues: Sometimes, a lack of strong leadership or direction may result in a passive group culture.

Strategies to Engage Inactive Group Members

Having understood the causes of members’ inactivity, it becomes appropriate to deal squarely with transforming the group and igniting the fire in members’ lives. Below are some of the proven ways to go about it.

1. Set a Clear Vision and Purpose

A leader must define a clear and compelling vision for the group. Members need to understand the group’s purpose and their roles within it. This can be done through:

• A mission statement and objectives that explain why the group exists.
• A roadmap outlining long-term and short-term goals.
• Regular updates to keep members informed about the group’s progress alongside its aims, vision and mission.

For example, in a non-profit organisation, leaders should clearly state how each member’s involvement contributes to the overarching mission. A well-defined vision keeps everyone motivated and ensures they feel part of something bigger.

2. Improve Transparency and Communication

Effective communication is key in everything we do and in keeping members engaged. I believe it will come a long way if and when leaders consider implementing these:

• Consistent Updates: Share regular updates via emails, meetings, or group chats.
• Interactive Meetings: Encourage two-way conversations instead of one-sided announcements.
• Clear Action Points: After meetings, summarise key takeaways and assign responsibilities. Don’t be a master of all.
• Utilisation of Multiple Channels: Some members prefer emails, while others respond better to direct messages or calls. Find out from members which medium they prefer to be reached and ensure you use different platforms to reach your audience.

For instance, in a corporate setting, holding weekly check-in meetings or using collaboration tools like Slack or Microsoft Teams can facilitate better engagement and transparency. While in WhatsApp groups, group calls may work better than taking meetings to a different app like Google Meet which may aid their excuses.

3. Foster a Sense of Belonging and Inclusion

When members feel valued, they are more likely to participate. Leaders can create a sense of community by:

• Recognising contributions, no matter how small.
• Encouraging collaboration and teamwork.
• Reaching out to them to find out how they are.
• Organising informal gatherings, both online and offline, to strengthen relationships.
• Assigning roles based on individual strengths and interests, et al.

A community group, for example, can host appreciation days or shoutouts for members who actively participate, while reinforcing a culture of recognition and belonging.

4. Lead by Example

A leader’s energy and commitment can influence the group’s level of engagement. To set a positive tone:

• Demonstrate enthusiasm and dedication to the group’s mission.
• Show up consistently and be proactive in discussions. Even though it may not always work out as envisaged, keep showing up, especially, for those who appreciate your little efforts whenever possible.
• Follow through on promises and commitments.
• Share personal experiences and insights to create relatability.

For instance, in an entrepreneurial network, if the leader actively engages by sharing useful resources and insights, members are more likely to reciprocate that energy.

5. Personalised Engagement

Some members may require a more direct approach to get involved. So, try the following also:

• One-on-One Conversations: Personally reach out to inactive members and ask about their challenges. This particular approach has worked for me over time. You will be surprised at what the people are going through while you may have been judging them unfairly.
• Understanding Their Interests: Find out what excites them and align their roles accordingly.
• Encouraging Small Contributions: Some members may feel overwhelmed. Encourage baby steps before expecting full participation.

For example, in an academic research group, a leader can assign minor yet meaningful tasks to hesitant members, gradually increasing their involvement.

6. Create Opportunities for Active Participation

Sometimes, inactivity stems from a lack of clear opportunities to contribute. Leaders should endevour to do the following:

• Assign small, manageable tasks to members to build confidence.
• Provide platforms for members to share ideas and opinions.
• Organise events or activities that require collaboration.
• Rotate responsibilities to keep members engaged and accountable.

For instance, a professional association can introduce task forces or committees for different projects and issues, ensuring every member has a role to play.

7. Implement Accountability Structures

Holding members accountable fosters responsibility and commitment. Consider doing these:

• Setting deadlines for tasks and following up regularly.
• Creating a reward system to recognise active members.
• Establishing peer accountability where members check in on each other.

In a start-up environment, for example, I heard of using something called ‘progress-tracking tools’ like Asana or Trello to help assign responsibility and ensure everyone is on track.

8. Adapt and Innovate

If a leadership approach isn’t yielding results, it’s time to pivot. Leaders should be fully ready to do these:

• Be open to feedback and implement suggestions from group members.
• Experiment with different engagement strategies such as gamification, incentives, or guest speakers.
• Adjust goals, from time to time based on the group’s dynamics and available resources.

For instance, in an online community, adding engaging content such as challenges, games, quizzes, or interactive webinars may boost member activity. Some members enjoy being heard so allow them to lend their voices to certain issues.

9. When Necessary, Reassess and Restructure 

If, despite all efforts, the group remains inactive, consider:

• Restructuring Leadership: A fresh leadership style might inject new energy.
• Re-evaluating Membership: Sometimes, an inactive group consists of individuals who are no longer interested or available. You may simply take them out of the group after a few times of notifications and warnings.
• Merging with Other Groups: If feasible, sometimes, integrating with a more active group can provide renewed momentum.

For example, in a volunteer organisation, a change in leadership may bring in fresh perspectives and renewed enthusiasm, while merging with another group may expand engagement opportunities.

Summary

Being a leader in an inactive group is challenging, but not impossible. Leaders can foster engagement and reinvigorate their teams by understanding the reasons behind inactivity and implementing strategic solutions. The key is patience, adaptability, and continuous improvement. With the right approach, even the most passive group can be transformed into a thriving, motivated community of members.

I know lots of people may find themselves caught up with this subject matter, hence, I am excited to have shared a bit about it.  Hope you find the piece helpful. No one embodies the entire knowledge, so, feel free to share your thoughts with me via the Comment Section here or by email (vivianchikadaniel@gmail.com). Also, LIKE and SHARE it with your loved ones and audiences. See you in the upcoming editions. You don’t want to miss a moment! Remain blessed! Let’s live and let us love one another. #OneLove

Photo Credit: indeed and Vantage Circle