From Struggle to Strength: How to Turn Your 7s into 10s with Team Dynamics

“He’s got the talent… but he’s slipping.”

If you’ve ever looked at a team member and thought that, you’re not alone. Maybe he shows up late sometimes, or maybe his attitude is unpredictable. He’s not a disaster, but he’s not dependable either.

That, my friend, is a 7.

And the question every leader has to face is this: Do you let a 7 coast, or do you invest the time to turn him into a 10?

Let me tell you a story. It’s about one of my best guys today, my operations manager, but he didn’t start out that way. In fact, he was close to walking out the door. What happened with him shaped the way I lead, and it’s a process you can use too.

The “7” You Can’t Ignore

This guy had been with me for years. I’d seen him perform at a high level, but slowly, the cracks started to show. He wasn’t as consistent anymore, his communication started to slip, and his crew’s results were unpredictable.

I had two choices: I could decide “that’s just who he is” and let him hover at a 7 forever, or I could step in as a leader.

When I looked closer, I realized it wasn’t just a skill problem—it was a leadership opportunity. That’s when I started leaning into the mindset of turning 7s into 10s.

Step 1: Separate the Problem from the Person

Here’s something every leader has to come to terms with: people bring their lives to work. You can’t ask someone to clock in and leave their struggles at the door.

I didn’t confront him on the job site, I invited him to breakfast at a quiet bagel shop where we could just talk.

I asked him three questions:

• “Is everything okay at home?”
  

• “Do you like your job?”
  

• “Do you want to keep your job?”
  

That last question might sound harsh, but it’s not meant as a threat; it’s a mirror. I wanted him to pause and think about what he really wanted. He didn’t hesitate long before saying, “Yeah. I really do.”

That’s when I asked the question that changed everything:

“Do you want my help to make things better?”

Step 2: Build a Plan Around Their Values

Once he knew I was for him, not against him, we started to dig deeper. I asked what mattered most to him. Why was he in this trade to begin with?

It wasn’t about paint at all; it was about pride, family, and growth.

Together, we built a plan. Not one that punished him for what wasn’t working, but one that pulled him toward who he wanted to become. We retrained some basics, but more importantly, I gave him attention, encouragement, and challenges that fit his strengths.

I reminded him that the man I saw, the 10, was already inside. My job was to help bring him out.

Step 3: Keep the Whistle Blowing

Here’s the secret: turning a 7 into a 10 isn’t a one-time conversation; you have to keep the momentum alive.

Some people are motivated by recognition, others by responsibility, and some just need to know their leader believes in them.

It’s not about coddling, it’s about coaching.

When you treat someone like a 10 and give them the tools to rise to that standard, you don’t just gain a better worker; you build loyalty. Loyalty builds teams that grow with you, not just work for you.

The Bigger Lesson

You don’t have to wait for a breakdown to step in. You don’t have to let someone spiral before you start leading them.

We don’t just teach contractors how to close jobs or keep payroll straight. We teach leaders how to turn “good enough” workers into trusted teammates.

Because the gap between a 7 and a 10 isn’t usually about raw talent; it’s about training, trust, and time.

When you invest in your people, everything changes. Instead of putting out fires all day, you get to step back and see a team that takes ownership of its work.

One of the best feelings I’ve ever had is walking onto a job site and realizing I didn’t need to fix anything. That’s not laziness, that’s leadership. It means the team I trained is capable, confident, and consistent.

Ready to Grow From 7 to 10?

If you’re tired of doing it all yourself.
If you’ve got good people who just need guidance to become great.
If you want a business that runs with clarity, confidence, and leadership.

Come and check out my course, Painting Profit: The Business Behind the Brush.  It’s not just about systems, it’s about people. When you learn how to lead them well, everything changes.

Click here to enroll in Painting Profit: Mastering the Business Behind the Brush and learn the leadership skills the job site didn’t teach you.
Painting Profit with Michael Hornby | LeaderPass