It's easy to point fingers at others but leaders should be willing to look inwardly when it comes to reasons as to why a team has broken down. Could your leadership be the reason for the downfall of your team?
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When you point a finger at someone, there are three more pointing back at you. It's easy to hold our team members accountable for their poor performance & failure to meet goals. However, leaders must not stop from introspecting about the role they played in the failure. Before you get into the blame-games, take some time to think about whether your leadership style contributed to the breakdown of the team.
Below we have outlined 4 major reasons why teams break down. In each example, the team lead or manager could have done things differently to salvage the team. By explaining each of the reasons, we hope to increase your self-awareness and help you make the necessary adjustments on your journey to becoming a more effective leader.
1) Toxic Leadership Style
A toxic boss can be bad for one's emotional well-being. Working under a toxic individual will lower motivation, affect job satisfaction and reduce productivity. A toxic boss will also have a negative influence on a team's interpersonal relationships. Consequences include poor communication, increasing mistrust and feelings of resentment. Issues from a toxic workplace also can trickle down and impact employee's personal lives.
Also Read: 5 Signs You Have a Toxic Boss
To avoid coming across as a toxic boss, you should avoid micromanaging your team. You should not stoop down to gossiping or engaging in office politics. Stop playing favorites and treating others disrespectfully. Your team should think of you as a fair leader.
2) Refusal to hear feedback
Leaders shouldn't just give feedback but be willing to hear feedback too. You should hear out your team's concerns and opinions. Make them feel like they have a voice and a platform to be heard. Let them know that you value their suggestions and take their feedback seriously.
Also Read: Receiving Feedback the Right Way
Ensure that there is a platform for your team to share feedback regardless of seniority / rank and without fear of retaliation. During your one-to-ones with team members, invite feedback on the task / project assigned to the team.
3) Focus on Profits instead of People
While we believe that every leader worth his / her salt should make decisions that are profitable and in line with organizational goals, it should not be done at the cost of people. A true leader understands the worth of his team.
Invest in the growth and development of your people. Help them to realize their potential and overcome their limitations. If you keep your people happy, profits won't be too far behind.
4) Lack of Appreciation
You may be doing everything right but if you don't take time to appreciate your team members, you'll be undoing all your efforts. Humans like to feel valued and for their efforts to be noticed. A lack of appreciation will affect team morale, productivity and unity.
Ensure that you celebrate small wins and achievement of micro-goals. It doesn't have to be extravagant or time-consuming. Even a simple 'thank you' at the end of a meeting or 1-on-1 will go a long way.
