I was checking my LinkedIn updates last week when I saw a highlighted article about fixing dysfunctional teams at Forbes.com. Restoring trust and productivity in teams is my niche, so of course I was eager to click and read what others were saying. Sadly, I found that some myths are still alive and well.
Myth One: To fix a dysfunctional team, fire the troublemakers.
It sounds promising right? You fire your bad apples, and everything gets better. The problem is that this works for about a month or two, and then a new troublemaker will emerge from the crowd. Dysfunctional behavior is a byproduct of a team gone awry, and yes, if behavioral problems persist after team building you may need to let someone go. But this knee-jerk reaction of firing the troublemaker often does more harm than good. Why? It doesn’t resolve the screwed up dynamics that cause dysfunction.
Over and over, I’ve seen “troublemakers” become leaders and example-setters after team building. Don’t miss out on that transformation by kicking someone to the curb before you’ve gone through the improvement process together.
Myth Two: Hire great people to fix the team.
If your sink is full of dirty water, and you pour a cup of clean water into it, what do you get? More dirty water. Throwing quality people into a dysfunctional team isn’t going to fix your problem. It’s just going to bring that shiny new superstar down to the level of everyone else. Why? It’s about the dynamics and the norms, not about the fact that you need to replace your “sucky” employees with “better” ones.
I’m not opposed to the tips in this article, and taken as general business advice, they do have merit. But will they fix your dysfunctional team? Absolutely not!
I’ve helped very dysfunctional teams become most admired teams many times over, and the problem is never “bad apples”, or the fact that the manager isn’t “holding someone accountable” for being late to a meeting. Dysfunctional teams have developed bad habits as a group. Changing those norms takes a group effort; the active participation of the players. The beautiful thing is that given a chance, these so called “Dysfunctional Teams” will heal themselves! We just need to provide a safe environment, some tools, and plenty of supportive nudging.
That’s my view anyway. From a chick who has made her living doing this work. What do you think?
Cheri Baker, MA, SPHR is the President of Emergence Consulting. Emergence Consulting's services include Management Coaching, Leadership Development, Team Building, Customer Service and Communication Skills Training and Strategic Planning in the Seattle, WA area.
More information on her programs can be found:http://www.emergenceconsulting.net
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