“People inspire you, or they drain you. Pick them wisely.” – Hans F. Hansen
As a leader, one of the most difficult situations you may face is dealing with a toxic member of your team. Toxic behavior can quickly spread throughout the team, damaging morale, and hindering productivity.
Toxic behavior on a team at work refers to any action or attitude that undermines the team’s performance, morale, or relationships. It can take many forms, such as bullying, passive-aggressive behavior, gossiping, negative attitudes, and lack of accountability. Toxic behavior can lead to conflicts, demotivation, absenteeism, and decreased productivity. It can also have a significant impact on team members’ mental health and well-being. As a leader, it is essential to address toxic behavior promptly and effectively to prevent it from spreading and damaging the team’s overall performance and culture.
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Fortunately, Patrick Lencioni’s Hungry, Humble, Smart model for the Ideal Team Player provides an effective framework for addressing this issue decisively. The Hungry, Humble, Smart model suggests that the Ideal Team Player possesses three critical attributes. They are Hungry, which means they are driven and motivated to achieve their goals. They are Humble, meaning they have a strong sense of self-awareness and are willing to put the needs of the team before their own. Finally, they are Smart, meaning they possess excellent interpersonal skills and can work effectively with others.
When dealing with a toxic team member, it is essential to evaluate their behavior against each of these three attributes. If they lack any of these qualities, it may be a significant contributor to their toxic behavior.
For example, if the toxic team member is not Hungry, they may be disengaged and lack the motivation to contribute to the team. If they lack Humility, they may put their own needs above the needs of the team and fail to take responsibility for their actions. Finally, if they are not Smart, they may struggle to work effectively with others and create unnecessary conflicts.
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Once you have identified the specific attribute that the toxic team member is lacking, you can take action to address the issue. Here are some steps you can take:
Clearly communicate expectations: The first step is to clearly communicate your expectations for the team member’s behavior. Use specific examples to illustrate how their behavior is impacting the team and the organization.
Provide feedback: Provide the team member with regular feedback on their behavior. This can help them become more aware of how their actions are perceived by others and motivate them to improve.
Set goals: Work with the team member to set specific goals that are aligned with the team’s objectives. This can help them become more motivated and engaged in their work.
Hold them accountable: If the team member continues to exhibit toxic behavior, you must hold them accountable. This may involve setting consequences for their actions, up to and including termination if necessary.
Dealing with a toxic team member can be challenging, but the Hungry, Humble, Smart model provides an effective framework for addressing the issue. By evaluating the toxic team member’s behavior against each of these attributes, you can identify the root cause of their toxic behavior and take action to address the issue. Remember to communicate your expectations clearly, provide regular feedback, set goals, and hold the team member accountable for their actions. By doing so, you can help create a positive and productive work environment for your team.
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