You’ve seen the chaos.
The firefighting.
The missed deadlines, dropped balls, and burnt-out faces hiding behind polite “All good” replies on Teams.
You’ve had enough.
You know something has to change.
And you’ve seen what the DROP System can do.
But now you’re staring at the next challenge:
“How the hell do I introduce this to my staff without them rolling their eyes and thinking,
‘Here comes another pointless productivity push from management’?”
Here’s the good news: it’s doable.
Here’s the better news: when you do it right, they’ll thank you for it.
Let’s break it down — no buzzwords, no corporate nonsense. Just the truth.
Step One: Lead with Empathy, Not Control
The fastest way to kill buy-in?
Make it sound like this is a tool to squeeze more output from already-overworked people.
If you position DROP as a way to:
- Work harder
- Track staff
- “Optimise every minute”
- Improve KPIs for the sake of it
…you’re dead in the water.
People already feel under pressure.
They don’t need more targets or more apps to log into.
They need breathing room.
They need clarity.
They need to feel like they’re in control again — not being controlled.
So here’s the shift:
Position DROP as a mental health and autonomy tool — not a management tool.
“This isn’t about squeezing more out of you.
It’s about helping you work in a way that’s calmer, more focused, and sustainable.
I don’t want you logging off at 6PM with half your brain still spinning. I want you free.
This is how we build that.”
Step Two: Tell the Truth About Why You’re Doing This
You’re not introducing DROP because it’s trendy.
You’re not doing it because some consultant told you to.
You’re doing it because you’ve seen the toll this current way of working is taking — on you and on them.
So say that.
“I’ve been watching us firefight for months.
Good people are burning out.
We’re working hard — but not always smart.
We’ve tried other tools and systems, but they haven’t stuck.
So I found something that might actually help.”
Let them see the human behind the decision.
Not the policy-maker.
Step Three: Start Small — Pilot It With Volunteers
Don’t force it down anyone’s throat.
Pick a few people from different teams or roles — ideally the ones who are respected, influential, and quietly frustrated with how things are.
Offer them early access:
- Self-paced course
- Weekly check-ins to support the habit
- Tools to test without pressure
- A chance to feed back before wider rollout
When others see those people getting more done with less stress?
That’s when the rest lean in.
Change spreads best through proof, not policy.
Step Four: Model It Yourself — Loudly
This part matters more than anything else.
If you introduce DROP and then keep running your own schedule like a maniac, they won’t believe a word of it.
You’ve got to show them:
- Your calendar has time blocked for deep work
- You’re doing your weekly dump and review
- You’re offloading tasks, delegating smartly, and not apologising for protecting your time
- You’re asking them how they’re planning and reviewing — without micromanaging
People follow behaviour, not instructions.
So become the example.
Let them see the change.
Then invite them to build their own version.
Step Five: Address the Resistance Before It Speaks
There’ll be grumbles. Always are.
So head it off by saying what they’re already thinking.
“Look, I know some of you are probably thinking,
‘Oh great — another system to waste my time while I’m already overloaded.’
I get it. I’ve thought the same thing about other systems.
This isn’t that. This one’s not about pressure — it’s about clarity.”
And be clear:
- No one is expected to be perfect with it overnight
- No one’s being tracked, measured, or micromanaged
- This isn’t a “you must use this exact tool” mandate
- It’s a rhythm you make your own — Dump, Review, Offload, Plan
Invite feedback.
Create space to experiment.
But don’t back down from leading it.
Step Six: Make the Support Clear
People resist change most when they feel they’ll be left to figure it out alone.
So spell out the support:
- Full access to the online DROP System course
- Templates, planners, and frameworks already done
- Weekly newsletter (opt-out anytime)
- Optional check-ins for anyone who wants help applying it
- Manager support — they’re not enforcing, they’re participating
And no — there’s no upsell bullshit waiting around the corner.
Buy it. Access it. Use it. Done.
You’re not manipulating your team.
You’re giving them a way out of chaos.
Step Seven: Reinforce the Real Why — Every Week
DROP is about changing the way your business uses time.
Not for short-term output — for long-term sustainability.
So remind people regularly:
- That this isn’t about productivity for productivity’s sake
- That mental clarity is just as valuable as output
- That you trust them to use DROP in the way that works for them
- That the goal is to reduce overwhelm, not increase pressure
When people feel safe, trusted, and supported — they’ll use it.
And they’ll thank you for it.
Want to Make It Stick? Bring Me In
Here’s something that works especially well when rolling DROP out at scale:
Bring in the creator.
Yes, I offer in-house, face-to-face training for organisations who want a real shift — not just a tick-box rollout.
And here’s why that matters:
- Resistance doesn’t get directed at managers — it comes to me
- I built the system, lived it, and rebuilt my own life with it — no one explains it better
- Your team sees it’s not some abstract framework — it’s real, practical, and flexible
This personalised, hands-on approach is ideal for:
- Leadership teams who need strong early buy-in
- Departments navigating fast change or burnout
- Whole companies building a new culture around time and mental clarity
Ongoing support packages are available too, including:
- Monthly coaching
- Team check-ins
- Manager implementation support
- Custom workshops and Q&As
Because introducing DROP isn’t the hard bit.
Embedding it is.
And that’s where I help you make it stick.
Bottom Line: Don’t Sell It — Share It
You don’t need a fancy internal rollout.
You need a conversation.
You need to tell the truth:
- That things aren’t working
- That the old way of managing time is failing
- That you’ve found something better — and you want them to benefit too
When you frame it that way?
You won’t just get compliance.
You’ll get genuine buy-in.
Because most people don’t want to resist change.
They just want to know it’s worth the effort.
And DROP?
It is.
Buy the book:
Control Your Time or Stay Stuck: You Choose — give it to your team, your managers, your most overwhelmed people. It’ll change the way they work — and how they feel doing it.
Join the DROP System training:
Train your staff, roll it out with ease, and finally build a time culture that protects your people while boosting results. This is how you shift the game.
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