You’ve got the vision.
You know DROP could transform the way your team works.
But there’s one big problem:
“Ugh, not another system…”
You’ve heard it.
Maybe you’ve even said it.
There’s always that group — the ones who’ve been burned by rigid time management schemes before.
The ones who’ve sat through corporate productivity training that wasted two hours of their life and changed nothing.
The ones who pride themselves on doing things their own way.
They hate “systems.”
So how do you get them to buy into DROP?
Simple.
Start by telling the truth: DROP isn’t really a system. It’s a framework.
First, Let’s Talk About Why People Hate Systems
This isn’t about laziness.
It’s about trauma.
Most people who hate systems have had a bad experience with:
- Rigid tools that didn’t flex with their role
- Managers who forced adoption without context
- Clunky processes that slowed them down
- “Efficiency drives” that just meant more meetings
- The illusion of support that actually meant more micromanagement
So when they hear “new system,” what they really hear is:
“Here comes another way to control me.”
And who can blame them?
That’s why your approach to introducing DROP has to be different — because DROP is different.
DROP Is a Framework, Not a Straitjacket
Here’s the bottom line you need to get across:
DROP isn’t about control — it’s about freedom.
It’s not software.
It’s not corporate doctrine.
It’s not a new way to track people’s time and squeeze more output.
DROP is a rhythm. A mindset. A way of working that helps people:
- Clear their heads
- Make better decisions
- Focus on what actually matters
- Say no to things that don’t
- And stay on top of their work without burning out
No tool required.
No mandatory templates.
No life overhaul.
Just four simple steps — Dump, Review, Offload, Plan — that anyone can apply their own way.
That’s the difference between a system and a framework.
And that’s your golden ticket to buy-in.
How to Introduce DROP to a Skeptical Team
Here’s how to roll it out without triggering the usual eye-rolls and resistance.
1. Lead With the Problem — Not the Solution
Don’t start with “Here’s the DROP System.”
Start with:
- “We’re overloaded.”
- “People are burning out.”
- “Things are falling through the cracks.”
- “We don’t have a clear rhythm each week.”
- “We’ve got great people doing too much random stuff.”
When people see that you get it — that you’re not blind to the chaos — they listen.
Then you can introduce DROP as a solution that meets them where they are, not one that drags them somewhere they don’t want to go.
2. Emphasise Personalisation, Not Prescription
Most systems say:
“Do it our way.”
DROP says:
“Here’s a structure. Now make it yours.”
Make that clear. You’re not replacing tools.
You’re not asking everyone to become robots.
You’re giving them a flexible rhythm that works whether they’re on the shop floor, in marketing, out on the road, or leading a team.
Some people will use Trello.
Some will use a notebook.
Some will just start thinking more clearly.
All of that’s a win.
3. Don’t Sell Productivity — Sell Sanity
People who hate systems are often allergic to the word “productivity.”
They think it means doing more.
Faster.
Under pressure.
DROP isn’t about doing more.
It’s about doing the right things.
With intention. With focus. With clarity.
So talk about:
- Less mental overload
- More control of your day
- Fewer “Oh shit, I forgot” moments
- Being able to switch off properly after work
- Actually having space to think again
That’s what gets attention.
That’s what wins trust.
4. Show, Don’t Tell
This is where leaders often blow it — they tell their team DROP is great, then never use it themselves.
You want buy-in?
Live it.
Start dumping weekly.
Share your top priorities.
Talk about what you’ve offloaded and why.
Run team reviews that actually reflect on what’s working and what’s not.
When your team sees you walking the talk?
They’ll start to explore it for themselves — on their terms.
“But My Team’s Really Resistant…”
Good.
That’s why I often lead these sessions personally.
I’ve been the sceptic.
I’ve sat through the pointless training.
I’ve lived the burnout.
So when I come into a team — whether live or virtually — I can speak their language.
I don’t give them motivational fluff.
I show them what DROP really is:
- A simple rhythm
- A structure they control
- A way out of the chaos
- A tool for protecting their time and their sanity
And guess what?
Most of the loudest critics?
End up being the biggest fans — because they finally feel like someone gets it.
The Buy-In Comes After the Resistance
You don’t need to fight the resistance.
You just need to show that:
- You’re not trying to control people
- You’re not replacing their autonomy
- You’re not adding more admin
You’re giving them back their time. Their control. Their headspace.
DROP isn’t another system to comply with.
It’s a framework they can adopt, flex, and own.
That’s how you get buy-in — not by force, but by trust.
Buy the book:
Control Your Time or Stay Stuck: You Choose — The clearest way to understand DROP is to experience it. Hand it to your team. Let them see it for themselves.
Bring the DROP System into your team:
Face-to-face or virtual. Flexible or structured. We’ll make it work for your people — especially the ones who think they don’t need it.
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