4 min read

How Do I Deal With A Divided Team?

Sep 29, 2017 6:30:00 AM

Today we’re sharing insight from guest blogger Michelle Gladieux, President of Gladieux Consulting. We hope you enjoy Michelle’s wisdom and perspective.

How Do I Deal With A Divided Team - FB.jpgDear Michelle,

We’re suffering from division on our team. Some employees aren’t on speaking terms with others. It’s stressing me out.

I’m sorry you’re dealing with dysfunction. You’re not alone. It’s wishful thinking to believe we can completely avoid workplace cliques, because humans are social, political, emotional creatures. Most of us wish for a harmony. Others enjoy drama and intentionally create it – a frequent and unpleasant challenge in my line of work. The good news is that you have power to improve your environment.

Start by examining your own behavior. There will always be some who like us and others who don’t. Each of us has most and least-preferred co-workers. Navigating communication with colleagues we don’t personally enjoy is important. The more skilled you become, the more positive impact to your career and the lower your stress level.

Four types of power are worth your time to understand and expand. Personal power (how interested in others are you?), referent power (how deep and wide is your network?), knowledge power (how sharp is your subject matter expertise?) and legitimate power (how much decision-making authority do you possess?).

There’s a key concept of power: in and out groups. Make a list of people in your professional life for your eyes only. These individuals fall into one of two groups. Out group gets less attention, less eye contact, less time, less genuine praise, less open-ended questions (“What do you think about this idea?”), and less conversation from you. Don’t worry about how this came to be, just become aware. Choose a few out group colleagues and take steps to improve your relationship with them, using the definition above. For example, one of our coaching clients in higher education is expanding his circle of praise. Another, from the medical field, sets aside 10 minutes a day to inquire if others need anything or share updates. In the manufacturing sector, a client is inviting quieter employees to offer opinions in meetings. Begin. You risk rejection, and that’s OK.

Ask yourself: What am I currently known for as a businessperson, both positive and negative?

How do you want to be known? If you could redesign your reputation, which elements would you keep and which would you discard?

In a training event recently, top leaders from one of our client organizations shared aloud what they believe to be the highlights and lowlights of their teams’ reputations. They gave courageous feedback to one another about how each team was viewed within the organization. Nobody expected their team to have a perfect reputation. Every leader knew how their team shines and that they still had work to do. If everyone cared as much about their impact on others, this would be a better world. Don’t give up. Strive to make a difference in every way you can.

What’s The Risk?

Team dynamic is a vital part of your organization. It's just a matter of time until one of your teams must address personality differences or disagreements. Failing to deal with those situations can hinder progress for the team and the entire organization. Knowing how to navigate through discord fosters growth for years to come if trust is built.

This content was written and shared by Michelle Gladieux.

Gladieux web use pic 9-17.jpgEngaging, spirited and forthright.

For more than 20 years, Michelle Gladieux and her team at Gladieux Consulting have custom-designed team training and one-on-one executive coaching programs around the nation.

Michelle has 18 years of Bachelor’s and Master’s teaching experience at 3 universities in her home state of Indiana.  She’s worked as an HR and Training Director in the cold storage, construction, robotics, and properties industries and enjoys helping leaders at all levels GROW.

Clients include non-profits, the U.S. military and teams in every industry.

Many of the nation’s top CEO’s count on Michelle to hold them accountable to help them become more effective leaders. Seminars designed by GC spark positive change in thousands of lives each year as participants learn to communicate more strategically.

Michelle visits national conferences as a keynote presenter and is described as a “top gun” in her field. Participants leave motivated to put training concepts to work.

She loves what she does, and it shows.

Connect with Gladieux Consulting on LinkedIn, Facebook, and via their website.

Topics: Executive
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Written by Gibson

Gibson is a team of risk management and employee benefits professionals with a passion for helping leaders look beyond what others see and get to the proactive side of insurance. As an employee-owned company, Gibson is driven by close relationships with their clients, employees, and the communities they serve. The first Gibson office opened in 1933 in Northern Indiana, and as the company’s reach grew, so did their team. Today, Gibson serves clients across the country from offices in Arizona, Illinois, Indiana, Michigan, and Utah.