How to handle diminisher behavior in design teams

After 20+ years as a C-level, here's the truth: Your team is only as strong as the worst behavior you allow. As leaders, we often avoid these conversations. But every time we let bad behavior slide, we tell our best people that results matter more than respect. I've made this mistake. Many times. 5 behaviors that kill team performance (and what to say): 1/ The Meeting Bulldozer ↳ Interrupts constantly ↳ Dominates every discussion ↳ Talks over quieter voices What to say: "I notice you have a lot of energy here. Let's create space for others to share their perspectives." 2/ The Passive-Aggressive Communicator ↳ Uses subtle digs in meetings ↳ Sends undermining emails ↳ Makes sarcastic comments What to say: "I sense you have concerns. Let's discuss them directly. What issues do you need us to address?" 3/ The Deadline Dodger ↳ Misses deadlines without warning ↳ Offers last-minute excuses ↳ Creates cascade failures What to say: "Missing deadlines impacts everyone. Flag risks early. What support do you need to meet commitments?" 4/ The Credit Taker ↳ Claims others' work as their own ↳ Minimizes team contributions ↳ Spotlights personal achievements What to say: "This was a team effort. Walk me through everyone's contributions so we can recognize them properly." 5/ The Decision Underminer ↳ Agrees in meetings, disagrees after ↳ Creates side conversations ↳ Erodes team alignment What to say: "We need unity. If you disagree, bring it up in meetings. What concerns haven't we addressed?" What you permit, you promote. Your team is watching how you handle these moments. These conversations are how great cultures are built, one interaction at a time. (Swipe ➡️ for the visual carousel version) What behavior(s) have I missed? ----- ♻️ Repost to help other leaders build stronger teams. ➕ Follow me (Chris Laping) for more leadership insights.

Most of us address micro-behaviors privately, later. But here’s the truth: It’s better to address them immediately, in front of the entire team (but there is an important knack to this) ↴ A subtle eye-roll, a shrug, or a dismissive comment may seem trivial but can fracture team culture over time. It signals deeper issues like a lack of trust or unspoken assumptions about a teammate’s ideas or abilities. And it instantly sends a deep message across the entire group. So, you need to address them on the spot. But you may ask — won’t this put the other person on the defensive, and escalate the tension further? Think of it like building muscle: To make it stronger, we need to exercise it harder…. and expose it to more challenges & heat. But with a knack. Shift the spotlight from the person to the process and the idea. Your role as a leader isn’t to call out the behavior but to stress-test the idea being discussed. When you increase task conflict (focus on ideas and solutions), role conflict (focus on individuals or positions of authority) reduces significantly. Here’s how you can do it: Start by exploring potential cracks in the idea, and ask the team: “What are all the reasons this idea might NOT work?” “What assumptions are we making here?” "Have we tested those assumptions? If not, how can we?" Let them bring it all up. Make sure this dialogue happens with all key ideas. Once over, compulsorily go to the next step and say: “How can we address the gaps?” “What can we add to make it even better, even stronger?” Once the ideas are out there, they don't belong to the person, they belong to the group or team, and they are in service of achieving the system's goals. This way, you turn potential tension into an opportunity for collaboration and growth. 💭🌱 Reflection for you this week:  Am I conscious of the micro-behaviors in my team (including that of myself)? What can I do to make the discussions more about the process, and not the person? What can I do to amplify task conflict and ensure everyone is aligned to making the results better for the whole system? Wishing you invincibility,   Shweta.

This didn’t happen overnight. Years of unhealthy behaviors have led to a team that’s falling apart—communication breakdowns, missed deadlines, a toxic work environment, and you, stressed and dreading every day you have to run your own business. You just want to do what you love, but this dysfunction is getting in the way. I know it feels overwhelming, but there is a path forward: 1. Interview each team member individually. If you have a large team and individual meetings aren't feasible, consider small groups. Employees are often more open to a third-party, so bring in a professional if possible. And for the love of all that is good, if you’re not ready to take action, then don’t bother asking. Nothing kills morale more than asking for feedback and then ignoring it. 2. Identify and define what needs to change to move forward. Involve the team in this process so they can share their ideas and feel heard. This will help you get their buy-in and commitment. 3. Clearly communicate the goals and priorities. Make it a big deal—this is a hard reset for the team. 4. Define what happens when unacceptable and acceptable behaviors occur, so the team knows what to expect. 5. Hold the team accountable for their contributions and behavior. Encourage them to hold each other accountable as well, so they don’t have to run to you for everything. Since they were involved in identifying changes and setting goals, you should have their buy-in. 6. Be consistent and fair, the team is watching you. 7. Finally, watch the team produce results. And make it fun! This doesn’t have to be dreadful. If you’re still feeling overwhelmed, this is exactly what I help my clients do—tailored to their team and goals. If you’re stuck and need help moving forward, DM me.

𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝗱𝗼 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝘁𝗮𝗹𝗲𝗻𝘁𝗲𝗱 𝗺𝗲𝗺𝗯𝗲𝗿 𝗼𝗳 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗶𝘀 𝗮𝗹𝘀𝗼 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗱𝗶𝘀𝗿𝘂𝗽𝘁𝗶𝘃𝗲? --- 🚀 They know how to talk to clients. 😩 But they talk down to colleagues. --- 🚀 They’re able to close big deals. 😩 But they make everything about them. --- 🚀 They take risks for the betterment of the business. 😩 But, take no accountability when things go array. --- 𝗬𝗼𝘂 𝗺𝗮𝘆 𝗿𝗲𝗮𝗱 𝘁𝗵𝗶𝘀 𝗮𝗻𝗱 𝘀𝗮𝘆, “𝗧𝗵𝗶𝘀 𝗽𝗲𝗿𝘀𝗼𝗻 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗯𝗲 𝗵𝗲𝗹𝗱 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗹𝗲.” I agree. However, when the success of the business is based on revenue and this person is THE primary driver, they will most often not be held accountable for their actions. The opposite often happens, and they are encouraged to be themselves and do what they must to continue closing deals. To enable this type of behavior is short-sighted. --- 𝗜𝗻 𝘁𝗵𝗲 𝗹𝗼𝗻𝗴 𝗿𝘂𝗻, 𝗼𝘁𝗵𝗲𝗿 𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝗹 𝗺𝗲𝗺𝗯𝗲𝗿𝘀 𝗼𝗳 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘄𝗶𝗹𝗹 𝗯𝗲𝗰𝗼𝗺𝗲 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗶𝗻𝗴𝗹𝘆 𝗺𝗼𝗿𝗲 𝗳𝗿𝘂𝘀𝘁𝗿𝗮𝘁𝗲𝗱, 𝗮𝗻𝗱 𝗲𝘃𝗲𝗻𝘁𝘂𝗮𝗹𝗹𝘆… ⚠️ Team morale will plummet. ⚠️ Drama will increase. ⚠️ Productivity will decrease. ⚠️ And the overall health of the organization will be in jeopardy. It’s easy to point the finger at the person causing the disruption. But it’s the leaders who enable this behavior that is to blame. --- 𝗪𝗵𝗲𝗻 𝗜 𝗰𝗼𝗮𝗰𝗵𝗲𝗱 𝗯𝗮𝘀𝗸𝗲𝘁𝗯𝗮𝗹𝗹, 𝘄𝗲 𝗵𝗮𝗱 𝗼𝗻𝗲 𝗴𝗿𝗲𝗮𝘁 𝗽𝗹𝗮𝘆𝗲𝗿. He was the state's leading scorer, and all the other kids looked up to him. When he “screwed up,” I let him know it and held him accountable. If I enabled him, his teammates would have witnessed this, and the team would have fallen apart. --- 𝗧𝗵𝗲 𝘀𝗮𝗺𝗲 𝗿𝘂𝗹𝗲𝘀 𝗵𝗼𝗹𝗱 𝘁𝗿𝘂𝗲 𝗳𝗼𝗿 𝗮𝗻𝘆 𝘁𝗲𝗮𝗺, 𝗮𝗻𝗱 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻. You MUST: 🔥 Be willing to have difficult conversations. 🔥 Hold one another accountable. 🔥 Learn to do so with empathy and compassion. 🔥 Train team members on how to give and receive feedback from one another. If you STOP ENABLING commit to these things, the “disruptive behavior” will be minimized. If their behavior doesn’t change for the better, then you know it’s time to make a change. Follow Adam Piandes #leadershipdevelopment #culturebuilding #teambuiling #communicationskills #growth

It’s better to have a hole than an a**hole in your team! Imagine being part of a team with a great vibe, where everyone collaborates well and supports each other. But there’s that one team member who constantly disrupts the harmony. They’re negative, dismissive, and often rude. To make matters worse, this person is considered an A-player by the higher-ups, consistently hitting KPIs and having a close relationship with the company’s biggest customer. How does it make you feel? Pretty lousy, right? It’s frustrating to see the team’s morale dip because of one person, especially when they seem untouchable due to their performance or connections. You’ve hoped your leader would notice and step in, but nothing has changed. Despite the obvious tension, your leader seems reluctant to address the issue, perhaps fearing the fallout of confronting a high performer. You’re tired of it. The negative energy is draining, and you’re seriously thinking about switching jobs just to escape the unhealthy environment. Sounds familiar? This highlights a critical issue in many workplaces. A single toxic team member, even one who is an A-player, can have a significant negative impact on team dynamics and overall productivity. It’s crucial for leaders to address these issues promptly, regardless of the individual’s performance metrics. So what can a leader do? 1️⃣ Provide Feedback: Have a private conversation with the individual to provide specific, behavior-based feedback. Explain how their actions impact the team and the organization’s goals. 2️⃣ Set Clear Expectations: Clearly articulate expected behavior and consequences. Emphasize teamwork and collaboration. 3️⃣ Offer Support: If the individual is willing to change, provide necessary support and resources, such as coaching, training, or frequent check-ins. 4️⃣ Communicate with Higher-Ups: Approach higher-ups with concrete examples of how toxic behavior affects team performance and morale. Use data or team feedback if possible. 5️⃣ Take Decisive Action: If the individual is unwilling to change or shows no improvement, consider reassignment or termination, depending on the severity. A strong team is built on trust and respect. By prioritizing these strategies, leaders can ensure a healthy, respectful, and productive workplace where everyone feels valued. Have you experienced something similar? How was this addressed, if at all? #Leadership #Teamwork #WorkplaceCulture #Feedback