We all know about the importance of your work group’s effectiveness to overall team performance and your company’s success. But what do you do when high-performing individuals on your team create turbulence in terms of group dynamics and cohesiveness? Even if they are well intentioned and trying to enhance the effectiveness of their colleagues?
Over the past month, I encountered exactly this situation with a client organization. Feedback from others through an executive feedback process verified the engagement and high performance attributed to two individuals. In group sessions, these two team members challenged the status quo and encouraged their colleagues to ‘up their game.’ However, the way in which this was done often created confusion, frustration and disengagement.
As group leader, you need to manage what others find to be disruptive behaviour, no matter where it’s coming from. Otherwise, the dysfunction eventually starts to impact overall team effectiveness and ultimately individual performance. Don’t forget that.... (cont'd) |
