Becoming a leader – people you dislike

Before I trained as nurse, I worked for a while with children – boys seven to eleven – and I loved it.  They were a great bunch, full of energy and fun.  Most were very easy to work with but others were much more challenging. One day an older, wiser colleague took me to one-side to talk about the ones it was difficult to love.

The message was basically admit your feelings to yourself and then deal with them – find something good in the child and make sure that child never knows you think of them differently.  Easy to say but not always easy to do – it gets easier with practice and if you think of the child’s needs, rather than your own.

I find the same thing holds good in teams.  The reality is you may not like all people you lead.  If everyone in the team is a team player it is much easier to handle.  You’ll be working together towards a common goal and liking or not liking shouldn’t matter, if you stay focussed on the vision.

Working in a team, you learn a lot from, and about, your co-workers. Who exhibits the best leadership and how? Who drives everyone crazy and why? Who is a strong team player, who is a weak team member or, perhaps, who is not a team player at all

Of course, teamwork always works best when everyone is a team player. There is no “I” in team; this means that the team works collectively toward a common goal. If one team member is working for themselves alone, you won’t have a team. One person who is not a team player can spoil the experience and the results for everyone else.

If you are the team leader, you set the tone and are responsible for keeping the team intact.  And here is this person, who makes you want to work around them and avoid them at all costs.

Well, the first thing to do is to follow the advice I was given.  Admit to yourself you have a problem and, as leader, it is your for you to deal with.  Don’t leave it until others feel awkward and start to complain.

Now, this is where we veer away from the rest of the advice I was given.  You can’t keep quiet and just treat them all the same.  You do need to intervene and talk to the person who isn’t engaged.

Talk to them and tell them what you see, as quietly and objectively as you can; it really helps if you come prepared with examples.  Tell them about the effect on the rest of the team and on the work.

Then, give them an opportunity to tell you how they feel about the situation

See if there is a way you can work together to make a change.  If they are in the wrong role,  can they be moved? If they have the wrong skill set, can training be arranged?

What ways can you find to make them feel part of the team and draw them in?

Whatever your feelings, you must give them a chance to put things right. Remember that child?  Here again, you need to think of the other’s needs and needs of the team, rather than your own.

I would welcome your own thoughts and your experiences of leading and managing teams.  How did you handle team members you didn’t  like?  Are you honest enough to share your experience with us?  

I am Wendy Mason. I work as a Personal Development Coach, Consultant and Writer.I have worked with many different kinds of people going through all kinds of personal and career change, particularly those

• looking for promotion or newly promoted,
• moving between Public and Private Sectors
• moving into retirement.

I am very good at helping you sort out what you want, overcome obstacles and handle change and I would like to work with you! I offer face to face, telephone and on-line coaching by email or Skype

Email me at wendymason@wisewolfconsulting.com or ring ++44(0)2084610114 or ++44(0)7867681439 to find out more. 

Related articles

• Teamwork: A dying skill in today’s business environment(worksurvival.wordpress.com)
• It’s Likely That Team Performance Is Determined Before You Start!(hrscorecard.wordpress.com)
• Be a Team Player! (intelligentofficemi.wordpress.com)

"Just whistle. You know how to whistle, don’t you". The characteristics of leadership

 

It is interesting isn’t it that a lot of advice on leadership comes from people who have never had a chance to lead themselves.

This is true of advice on leadership in general and, I would say, it is true particularly of advice on change leadership.  Much of the advice comes from academics and, recently, it seems much has come from HR professionals and coaches.

Of course most of those writing have had many opportunities to observe and with an educated eye.

So, I’ve been looking recently at what they say are the characteristics of an effective leader and views differ.

One gives the top three characteristics required as; humility, non-judgmental observation and a willingness to face problems.

Another quotes honesty, competence and being forward looking.

A third quotes interpersonal skills, communication skills and values

But I’m left wondering.

You see I would like to see every manager in the organization have all nine of those qualities!

I was surprised that giving clear direction figured on only in one of the lists and intelligence and vision weren’t near the top of any. In my view these are critical.

I want my leaders to be bright, as well as competent.

Yes, I do want them to be able to look ahead and see the ground clearly.  But then I want them to be able to form a vision; a vision that is communicated in a way that helps me to believe in it.

Yes, I do want a dialogue conducted by my leader using their well practised and convincing interpersonal and communication skills.  But then I want them to decide the way ahead in the light of their vision and give the organization a clear sense of direction.

I found the emphasis on honesty very interesting in the present climate – interesting and sad that we can no longer take honesty for granted in our leaders.

I looked up the meaning of humility just to be sure I understood it properly.  It means someone who does not think that he or she is better or more important than others. Well, yes, then I agree but I’m not sure that I would put it top of my list.  What about you?

Wendy Mason works as a personal and business coach, consultant and blogger. She has managed or advised on many different kinds of transition and she has worked with all kinds of people going through personal change. If you would like her help, email her at wendymason@wisewolfcoaching.com or ring ++44(0)2084610114 or ++44(0)7867681439 .

Related articles

• Are you a good leader? Time for a Mini- Stocktake! (wisewolftalking.com)
• Leadership – Books, Manuals and Procedures (wisewolftalking.com)