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Nightmare Teams: Four ways to prevent your department from being the next Game of Thrones

Nightmare Teams: Four ways to prevent your department from being the next Game of Thrones

In a discussion with my leadership class this semester, a topic of “Nightmare Teams” emerged, and faster than a Targaryen dragon looking for his next meal, a list of terrible team members emerged:

How many of these have you seen on your team? By identifying these characters on your team, you can start to understand the best methods for bringing them back in the direction you’ve set:

  • Egotist – Arrogant – believes he/she is the smartest person in the group and is open with that opinion, closed to other perspectives – disrespectful
  • Polarizer – actions or behaviors create factions or divisions among team members – social destructor
  • Soloist – constantly jockeying for center stage, self-centered – takes full credit for team success but no responsibility for failure, displays a ‘better alone than together’ attitude
  • Pyromaniac – starts fires (problems) so that he/she can put them out (solve)
  • Saboteur – disingenuous, disloyal, untrustworthy – disrupter who works against the team’s success
  • Free-rider – team hitchhiker, not here to contribute, just along for the ride
  • Undertaker – gets results but leaves behind lots of collateral damage in the process
  • Ostrich – low tolerance to stress or ambiguity – buries head in the sand at the first sign of trouble (propensity to duck and run)
  • Distractor – personified speedbump – chronically disrupts progress with unfounded or pointless sidetracks – counterproductive obstacle (roadblock)
  • Catfish – morally or ethically compromised – actions reflect/discredits the integrity of the whole team

What happens if you experience multiples of these – at the same time. Here are 4 specific actions to attack your nightmare dragons now:

  1. Communication – this is the #1 reason, time and again, that people turn into a version of Cersei, or your own nightmare. How well do you know your own communication style? How well do you know others? Do they match?
  2. Delegation – is there a chance that your employees don’t have enough to do – or don’t feel they have the recognition they deserve? How well are you able to give them the things they need to feel empowered & part of the group?
  3. Conflict – will happen. Actually – conflict is good – it means that you’re challenging yourself, and the status quo. However, with your team members, and left unchecked, it can become worse than a night with the Night King, and a place you wish you had another place to run. What is your primary conflict style? How do you best manage the situation? Find out here.
  4. Motivation – The root of every person. It’s why we do what we do – and it can go well beyond Maslow’s pyramid. Do you know what motivates your team – or on the flipside – what doesn’t motivate them? How do you harness their motivation to move in the same direction – instead of the opposite?

Note: Special thanks to @Arnold Kaluza & @Rob Saunders who created the original discussion on this topics!! If you want to join us in future projects, please Like and send a PM.

Want more? Learn how to slay all these dragons with Leadership 9 Box skills within 1 month

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