Calling it an Attitude Problem
In this episode of The Leadership Hustle, Andrea Fredrickson and Michelle Hill tackle one of the most common leadership misconceptions — the so-called “attitude problem.” They unpack why leaders often jump to this conclusion and share their simple, three-part framework for uncovering the real issues behind disengagement or poor performance.
Through real-world examples and practical insights, Andrea and Michelle explain how to assess skill gaps, evaluate environmental influences, and approach conversations with curiosity rather than blame. Leaders will walk away with actionable strategies to transform “attitude issues” into growth opportunities for both their people and themselves.
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It’s Not an Attitude Problem: Understanding the Real Causes of Disengagement
When someone on your team seems disengaged or resistant, the default explanation is often, “They just have an attitude problem.” In a recent episode of The Leadership Hustle, Andrea Fredrickson and Michelle Hill challenge that assumption and reveal why “attitude” is usually a symptom, not the cause. They share a practical three-step framework that helps leaders uncover what’s really driving behavior: Skill → Environment → Attitude.
At Revela, we believe that leadership starts with curiosity, not blame. This episode offers a clear roadmap to help leaders pause, assess, and respond with intention rather than frustration.
The Habit of Blame
Andrea and Michelle open the conversation with a simple but hard truth: when we label someone’s behavior as an “attitude problem,” we often release ourselves from responsibility.
“When you say it’s an attitude problem,” Andrea explains, “you’ve just released yourself from the responsibility you have in that person’s success.”
Leaders tend to make quick judgments because it is easier and faster than investigating what is really happening. But those assumptions often stem from negativity bias, the brain’s tendency to focus on threat and self-protection. Instead of getting curious, we get defensive.
The Framework: Skill → Environment → Attitude
To help leaders navigate this, Andrea and Michelle outline a simple three-step diagnostic formula.
Skill: Before assuming resistance, ask: Have they ever demonstrated this skill successfully? Michelle reminds leaders that “showing or training doesn’t equal understanding… they have to do it.” If an employee hasn’t had the chance to practice, receive feedback, or ask questions, the issue isn’t attitude, it’s development.
Environment: Even skilled employees can struggle if their environment doesn’t support them. This includes leadership behavior, communication clarity, access to tools, and even peer influence. “If people don’t feel safe,” Michelle says, “they may not be asking questions.” A toxic or unclear environment can make employees withdraw, creating the appearance of defiance when it’s really discomfort.
Attitude: Only after assessing skill and environment should leaders examine attitude, and even then, external factors often play a role. Family stress, financial strain, or major life changes can affect engagement. As Andrea notes, “That’s still their environment. The formula still holds true.”
The Power of Curiosity
A recurring theme in this episode is curiosity over accusation. When behavior changes, Andrea and Michelle encourage leaders to “go to the gemba,” a Japanese term meaning go see for yourself. Instead of assuming, approach the person with empathy and curiosity.
“Hey, I’ve noticed something seems off lately. Tell me what’s going on.”
Leaders who do this from a place of care often uncover blind spots in themselves and in their teams. Michelle cautions that tone matters: if you lead with blame, you’ll get defensiveness. But if you lead with genuine curiosity, you create trust.
When Change Feels Like Resistance
The conversation also explores how organizational change often triggers what looks like “attitude problems.” During transitions, employees’ need for stability, inclusion, and autonomy is disrupted. Michelle notes, “People behave in ways to protect themselves… it can look like they’re resisting, but really they don’t feel included.”
Recognizing this normal human response allows leaders to guide people through discomfort instead of reacting to it. As Andrea puts it, “If we don’t disrupt the pattern, we don’t learn.”
Leadership Starts in the Mirror
Ultimately, The Leadership Hustle reminds us that leadership accountability begins with self-awareness. When leaders assume good intent, clarify expectations, and check their own behavior, they create environments where others can succeed.
“What you look for, you’ll find,” Andrea concludes. “If you go in assuming it’s an attitude problem, you’ll see attitude. But if you go in curious, you’ll find understanding.”
Final Takeaway
The next time a team member seems unmotivated, don’t rush to judgment. Ask yourself:
Have I made expectations clear?
Have I provided the tools and support they need?
Have I asked what might be affecting them inside or outside of work?
When you lead with curiosity, you uncover the truth and build stronger, more trusting teams.
Listen & Learn More
🎙️ Listen to this episode of The Leadership Hustle: https://www.revelagroup.com/podcast
About the Hosts
Andrea Fredrickson
Andrea Fredrickson is a thought leader and consultant at Revela, an organization based in Omaha, Nebraska specializing in the development of leaders, culture alignment, and business strategy for private and family businesses of all sizes. Revela is one of the region's most experienced thought challengers, helping individuals and companies find their greatness. Andrea has built an amazing team by believing that fundamentally people want to be successful and become better versions of themselves.
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Andrea has degrees in education, management, and business. She is the author of Insight Unseen; How to lead with 20/20 business vision. She helps people see things differently, self-reflect, and never stop looking for ways to improve themselves on a personal and professional level. Andrea has spent more than 30 years researching and developing methods to help people communicate and lead more effectively.
When Andrea isn’t working with clients, you’ll find her spending time with her family & friends and making memories by exploring new cities.
Michelle Hill
Michelle Hill is a master facilitator and coach at Revela, an organization specializing in the development of leaders and aligning the culture of privately held and family businesses of all sizes. Revela is one of the region's most experienced thought challengers, helping individuals and companies find their greatness.
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An ambitious leader, Michelle has the natural ability to create forward momentum to build teams and get results. She inspires others to look within themselves and to challenge the status quo. She helps create high-performing environments. Michelle brings a diverse background: operations, employee development, and sales in the steel, hospitality, and consulting industries.
Outside of work, you will see her competitive side engaged in her daughter’s sports and ISU athletics. She loves life, her four-legged companions, and captures all the moments through her camera’s lens.
TRANSCRIPT
Andrea Fredrickson: On this episode of The Leadership Hustle, we're going to get you out of the habit of always assuming that there's an attitude problem. Hello, and welcome to the Leadership Hustle for executives whose companies are growing fast and need leaders who are ready. Hi there, and welcome back to this episode of The Leadership Hustle. I'm Andrew Fredrickson and I'm joined with my co-host Michelle Hill. Hi. Hello. How are you? I am here. It’s been a week. It's been the same place at the same time, so I'm glad I know how to do this.
Michelle Hill: It feels like we have to have a podcast to be in the same room. I don't know, it's coming. It's starting. Yeah, it's starting to feel that way now that you say that.
Andrea Fredrickson: So anyway. Today, um, the the topic is one that I know I say this almost every episode, but more recently this has been the topic of choice for some unknown reason. Maybe it's just on my mind, but literally yesterday I was talking with, uh, a group. So this was, um, a leadership, a Second level leadership team like a location. And we were discussing the concepts of, you know, what behaviors have they gotten into the habit of tolerating and excusing like, oh, that's just Joe or yeah, I'll just it's just faster to do it myself and that kind of thing. And I said, you know, so, you know, what are you doing about it and working through it? And somebody finally said, well, what if they have an attitude problem? I'm like, hmm, funny you should bring that up.