What to Do When Your Team Isn’t Stepping Up—Even After Training

by Sean Foster | October 22, 2025  | Business Coaching

You’ve invested in training. You’ve sent your team to workshops, done one-on-ones, maybe even brought in external facilitators. And yet... nothing much has changed. The accountability still drops. Initiative is still lacking. You’re still the one holding things together.

So what’s going on?

PS. In my business coaching experience I come across this a lot. In some companies it seems that training is dished out according to the budgeted allocation of funds. In others, the training is broadly applied with little understanding of what the individual needs are. What is your experience?

Training Alone Isn’t Enough

According to Gallup’s global research, only 13% of employees are engaged at work, not because they lack skills, but because they lack connection to purpose and ownership. And even more striking, Gallup found that 70% of the variance in team engagement is driven by the manager. In other words, leadership matters more than we think when it comes to team performance.

McKinsey’s study on team effectiveness found that high-performing teams are 3.3× more efficient and 5.1× more likely to deliver strong outcomes. What separates them isn’t just training, it’s trust, shared values, and clear decision-making structures.

It’s easy to think that if people just learn the right skills, they’ll step up. But skills without context, ownership, or follow-through often lead to short-lived results. According to Gallup, only 13% of employees globally are engaged at work, not because they don’t know what to do, but because they’re not connected to why it matters or how they contribute.

Before You Blame the Team, Ask This First

Sometimes it’s not a people issue, it’s a system issue. Or a leadership gap. Or a clarity problem.
Ask yourself:

• Are individual and team expectations crystal clear?
• Do team members feel ownership of outcomes, not just tasks?
• Do they see how their work connects to something bigger?
• Is there follow-up and coaching, not just instruction?

When leaders are stretched thin, it’s easy to assume training will "fix" the issue. But real performance change usually requires structure, reinforcement, and meaningful accountability.

One way to strengthen that structure is by introducing 360 reviews. A tool that gathers feedback from peers, reports, and supervisors to give a fuller picture of team dynamics and leadership impact. In our article 360 Reviews: Ignite Growth or Risk Culture Collapse, we explore how to implement these reviews in a way that sparks development without damaging trust. When done right, they can open up conversations that typical performance reviews miss.

The Role of Culture and Consistency

Culture isn’t what you say, it’s what you tolerate. If low ownership or underperformance becomes normalised, even subtly, it sets a precedent.

Consistency matters more than intensity. A well-timed check-in, a reminder of shared values, or a simple "what will you own this week?" can have more impact than a day-long offsite.

If you’re working to build habits of accountability that go beyond short-term fixes, check out our article
Developing a Positive Accountability Culture in Your Business. It breaks down how to create a workplace culture where ownership becomes the norm—without having to micromanage or constantly remind people what’s expected.

4 Practical Steps to Reignite Accountability

1. Reconnect the team to the bigger picture
Make sure everyone knows the "why" behind the work. People rise to clarity and meaning.

2. Shift from training to coaching
Training tells. Coaching asks. Start creating space for reflection, feedback, and ownership.

3. Put real accountability structures in place
Think scoreboards, shared KPIs, or peer review. When results are visible, behaviour changes.

4. Model what you want to see
Leadership isn’t about being perfect, it’s about going first. Show ownership, ask for feedback, and follow through.

In our guide Practical Leadership for Managing Staff and Improving Team Performance, we share how to structure feedback, expectations, and team rhythms that actually stick.

When to Get Outside Perspective

If you feel like you’ve done everything right and your team still isn’t lifting, you might be too close to the problem. A coach or external partner can help spot blind spots, challenge team dynamics, and reset expectations.

In our article Can a Business Coach Help with Staff Issues and Team Dynamics?, we break down how coaching can help untangle internal friction, clarify leadership blind spots, and restore a sense of forward momentum. It’s often not about radical change, it’s about realignment and focus.

Book a Free Clarity Call

If you're tired of carrying the weight alone, it might be time to rethink your team systems. Book a free clarity session with Sean to explore what might really be getting in the way.

Frequently Asked Questions

Why isn't training enough to change team behaviour?
Training provides skills, but without context, clarity, and accountability, it's unlikely to result in lasting change. True performance shifts come from culture, leadership, and reinforcement.

How can I build more accountability into the team?
Start by clarifying expectations, creating visibility around performance, and making ownership part of the team culture. Peer accountability and coaching also help.

What if my team is still underperforming despite my efforts?
It could be a blind spot you're too close to see. Involving an external coach can help uncover the root cause and shift the dynamic.

What is the difference between coaching and training?
Training tells you what to do; coaching helps you think differently. Coaching supports behaviour change, clarity, and better decision-making over time.