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 by product 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.