Tame those troublesome team players!
Troublesome team Players?…
As a Team Coaching specialist, I often get asked how does one deal with difficult people within a team? This is a something I’d like to address in this issue of Sirise Insights - and my perspective may be quite different to what you may think…
In 2020, I had the pleasure of studying Team Coaching with the Global Team Coaching Institute (GTCI) led by David Clutterbuck and Peter Hawkins.
Anyone in the coaching world is likely to be familiar with these two authors and those who aren't, trust me, they know their stuff.
One thing that stuck clearly in my mind was concerns over mislabelling people as ‘bad team players’. This is because, in most cases, any problem within a team is rarely about an individual. It’s much more likely to be about the connection between that person and other team members.
Taking this perspective offers an alternative lens on any team tensions. Perhaps we all tend to blame individuals for causing problems, but sometimes that’s the easy answer and invariably there’s more to it than that.
So, whether you're a new manager or an experienced leader; I suggest you ask yourself the following questions when it comes to assessing ‘difficult’ or disruptive team members. Before you jump in and take drastic action, consider what is really going on…
1. What does this person bring to the team that strengthens our collective skillset? I think this is a helpful way to shift one’s mindset from the negative to the positive. It enables us to put aside any negative bias that can impact our decision making.
2. Am I seeing the whole picture or am I putting my own spin on things? We're all guilty of sometimes telling ourselves a story about what’s going on. Perhaps based on a limited number of others’ opinions rather than our own direct experience. It’s important to step back and ensure you are clear about the situation and have all the facts.
3. Am I giving this team member the opportunity to thrive? It’s crucial to gauge whether they have a sense of purpose and if they understand their role in the bigger picture. With this knowledge, the potential for success is within everyone’s grasp. And remember, frustration is the gap between expectation and delivery. Perhaps you need to ascertain whether they understand what is expected of them?
4. Could their behaviour be masking some fear? Maybe they are a little out of their depth or afraid of getting things wrong. In my experience, psychological safety is key to building high-performing teams.
5. Do they have a voice to share any concerns with others? Sometimes people turn to disruption when they’re not being heard. It's important to discern what's not being said within a team, that might need to be.
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To summarise, I think the three attitudes to adopt in building positive, cohesive teams are: to be curious, honest and accountable. This little trio will ensure big results as we build better connections within our teams and make them infinitely more effective.
For more about my work with teams please visit my blog or click on any of the titles below that resonate with you.
Team coaching and how it transforms organisations
How to spot a dysfunctional team
Discover the ins and outs of the team coaching process
Hope for corporate teams in crisis
4 authentic ways to build trust in a team
Team commitment: ensure everyone is on board
Psychological safety and high-performing teams