I have been attempting to create a sense of urgency within my team lately and have repeatidly come up against a reoccuring wall of resistence. Setting dates and times for individual projects (actually, indidvidual steps within individual projects) to be done is completely knew at our organisation. The most common responses I get are
1. Resentment; e.g. the "look" followed by the response "if you want to know when it is going to be done look at my past numbers. I'm a performer and I get the job done so when doesn't matter."
2. The I don't know syndrome; e.g. I don't know. I've never thought about it before, it gets done when it gets done.
3. Stop wasting my time syndrome; e.g. I can't tell you right now because I'm too busy working on it. I'll let you know when I'm done though.
4. Pressure; e.g. I can't work under this pressure. I don't want to tell you a time because if I don't meet the deadline you are going to come out and hold my feet to the fire and make me feel uncomfortable and I don't want to work in a situation like that. I don't work well under pressure.
Now, these responses I get from both my top performers and my low performers. I push for a time, but sometimes I feel I am doing more harm and creating more resentment than necesary. I give positive feedback when goals are met and negative feedback when goals are not met. I guess my question is how to side step these common respones without creating a mutiny.