Maybe you recognize this: your team mainly reacts to what is asked of them, and it’s challenging to keep everyone genuinely engaged and thinking along. You see the potential in your team—and the individuals in it—but you can’t seem to fully harness it. Sometimes it feels like, as a leader, you have to carry everything yourself, even though you know more is possible. What you want is a team that takes responsibility independently, collaborates effectively, and thinks ahead. In short: a proactive team.
The shift from a reactive to a proactive team requires a different perspective on leadership and collaboration. The good news? This transition starts with you. In this article, we share the characteristics of reactive and proactive teams and provide concrete tips to take the first steps.
A reactive team often feels like a heavy burden. Team members wait, take little initiative, and seem primarily focused on avoiding mistakes. Not because they don't want to, but because there is often a culture where control and hierarchy dominate. This causes people to play it safe instead of taking responsibility.
As a manager, you are always the one who has to solve problems, make decisions, and set the course. The result? Employees remain passive, the energy in the team gets tangled in silos, and you carry the entire burden on your shoulders. The potential you see in your team seems unreachable, and that can be frustrating.
The atmosphere in a reactive team is often tense. There is unspoken uncertainty. People say 'yes' but do not act accordingly. Collaboration feels sluggish, and innovation is absent. The result? A team that does not elevate itself to a higher level, even though you know it can.
A team truly takes off when it enters the proactive phase. Here, people work not just for you, but especially with each other. They take responsibility, come up with ideas, and tackle challenges without waiting. You notice it immediately: there is trust, energy, and a clear drive to grow together.
In a proactive team, people feel safe. Making mistakes is allowed because it's part of learning. Team members openly share their concerns and ideas and work together to find the best solutions. Creativity flourishes, and successes are celebrated together. As a manager, you don't have to constantly direct; you are more of a coach who provides guidance and helps your team excel.
Such a team works not only more efficiently but also with more enjoyment. People are engaged, work from a place of trust, and elevate each other to a higher level. The result is not only better performance but also a team that continually reinvents itself and builds the future together.
Read the experience of Bas van Veen, Partner at BDO Accountants & Advisors:
‘Successful cultural transformation thanks to FP&P training’
The transition from a reactive to a proactive team does not require a trick, but a fundamental change in mindset and approach. The process starts with you as a leader and requires targeted actions that promote trust, ownership, and collaboration. Here are four steps to help you on your way.
Every transformation begins with you as a leader. Reflect on your own behavior and ask yourself: “Am I giving my team the space to take responsibility?” or “How can I create an environment where people dare to learn and grow?”
The way you react and act determines the dynamics in your team. By critically examining yourself, you set a good example and inspire others to do the same. Reflection is not a weakness; it is the foundation of strong leadership.
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A proactive team emerges in a culture where people feel safe to make mistakes and share ideas. Without psychological safety, team members remain hesitant.
Ensure open discussions about challenges and expectations. Show that making mistakes is acceptable and be vulnerable as a leader yourself. By providing this safety, you give your team the space to take risks and show initiative. Safety is the foundation for creativity and growth.
Ownership arises when team members feel involved in decisions. Actively engage them in setting goals and strategies. Ask for their ideas and give them the freedom to devise and implement solutions.
In other words: “People support what they create.” By giving your team influence, not only does their involvement grow, but also their motivation to take responsibility. Your team becomes a driving force of creativity and collaboration.
Change is hard work, and that's why it's important to celebrate successes along the way—no matter how small. Every step towards proactivity deserves attention. Recognize and appreciate behaviors that show your team is taking responsibility, collaborating, or bringing in creative ideas.
This not only boosts motivation but also demonstrates that the change is having an effect. It makes the journey to a proactive team visible and tangible for you and your team.
The transformation from a reactive to a proactive team requires courage, vision, and the right approach. It is a journey in which you develop not only your team but also yourself as a leader. Do you want deeper insight into how to achieve this change?
Our Whitepaper "Leadership with Impact" is specially written for leaders like you who want to make a difference. In it, you will discover:
Be inspired by practical insights and concrete tools to truly mobilize your team.