When Bad Teams Happen to Good People: Your Complete Repair Guide for Successful Teamwork by Valerie Patrick

Author:Valerie Patrick [Patrick, Valerie]
Language: eng
Format: epub
Tags: Business & Economics, Management, Workplace Culture, Human Resources & Personnel Management
ISBN: 9781632657534
Google: v-L7DwAAQBAJ
Publisher: Red Wheel/Weiser
Published: 2021-07-01T23:37:44.243523+00:00

FIXING TEAM MEMBERSHIP PROBLEMS

Research shows that leaders who focus on both people and goals get the best results.27 Likewise, teams that focus on both team members and goals will get the best results. Members are the most important resource for a team to accomplish its goals. Sometimes great care and strategic consideration go into selecting members and sometimes not. Sometimes members are appointed, and sometimes the team leader gets to select the members. Regardless of how members are selected, predicting a team's journey can be hard at the outset. A team evolves over time in response to member input, external factors, and elected changes in direction. The members who kick off a team effort may not be the same members needed as the team evolves.

A decision to change team membership should not be taken lightly since it disrupts the existing team dynamics and introduces new challenges the team may need to overcome. For example, what worked before the change in team membership for decision-making or collecting input may need to be modified to accommodate the needs of new team members. New members may bring behaviors that decrease productivity, which could necessitate new processes or norms to regain productivity. Also, losing a member might leave an important gap in expertise or external resources that needs to be filled. Furthermore, a decision to change team membership often starts with the need to remove one or more members to accommodate new needs. The decision to remove one or more members is perhaps the most challenging type of team membership change. A good departure process for members will help minimize disruption and address unanticipated challenges. The departure process should be established before team membership changes are needed.

A thoughtful departure process is important for several reasons. A good departure process is helpful for recruiting new team members in the future, preserving a good team reputation, and keeping remaining members motivated and engaged. For example, a former member who is disgruntled by a poor departure process may say bad things about the team that will damage the team's reputation and hamper recruitment efforts. A good departure process needs to start with a reason that both the team and the member can accept and feel justified for parting ways. For example, it is not enough to say that a member's behavior is disruptive. The reason for parting ways needs to identify the cause of the disruptive behavior in a way that shows why the transition will be good for both the member and the team. Here are some sample justifiable reasons to initiate a departure process for a member:

The team member does not have access to resources that the team needs while someone else who will be recruited in their place does have access. Parting ways will remove the member from a frustrating situation and help streamline the team's work.

The team's goal works against the team member's boss's wishes. Parting ways will eliminate this conflict of interest for the member and improve the team's productivity.

The team member's

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