Five Common Errors New Leaders Should Be Aware Of When Trying To Fix Dysfunctional Teams
- Oct 23, 2023
- 4 min read
Written by: Morice Mabry, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
As the new leader stepped into her role, she was very aware of the dysfunction that spread through her new team. The atmosphere was heavy with unspoken tension, as anxiety hung in the air like thick fog. The team had been plagued by a lack of communication, trust issues, and a general sense of disarray for a long time. The new leader felt the weight of the challenge ahead, knowing that turning this team around would require not only strategic leadership but also a deep understanding of the underlying anxieties and insecurities that had taken root. It was a daunting task, but she was determined to bring about positive change and create a healthier, more cohesive work environment.
While this leader’s intentions are noble, she can inadvertently make mistakes that hinder rather than help in fixing the dysfunctional issues. Here are five common errors new leaders should be aware of:
1. Micromanaging: In an effort to regain control, some new leaders resort to micromanagement. They closely monitor every aspect of their team's work, but this approach erodes trust and stifles team autonomy, exacerbating the dysfunction. Consider utilizing micromanaging only as an alternative to gain insights from staff so new leaders can evaluate processes effectively. When micromanaging is used as a learning opportunity to enhance understanding, leaders can effectively hold staff accountable while empowering them to complete tasks and assignments.
2. Ignoring Root Causes: Surface-level issues often mask deeper, underlying problems. Addressing symptoms without tackling the core issues results in temporary solutions that fail to address the dysfunction's root causes. This is common for new leaders because more often than not, they’re dealing with multiple broken processes and personnel issues which limits their time to explore root causes. In these cases, they’re trying to keep their head above water. Develop a plan to systematically address issues while exploring the root cause. Asking ‘why’ is the first step in exploring the root cause.
3. Implementing Rapid Changes: New leaders eager to make their mark might rush into implementing sweeping changes without understanding the team's dynamics and culture first. This can lead to resistance and further disruption. It’s important for the new leader to pause and seek understanding before implementing change. It’s normal for new leaders wanting to prove their worth while establishing their credibility. However, making changes too soon may also create mistrust and lower morale. Establish effective communication strategies before introducing change.
4. Lack of Communication: Effective communication is critical. New leaders who don't establish open and transparent communication channels struggle to grasp team members' perspectives and concerns. This lack of understanding hinders the resolution of dysfunction. Establishing effective 1:1 meetings is a good first step in bridging communication gaps to build trust and good working relationships. New leaders should take the time to get to know their staff’s strengths and weaknesses so they can effectively delegate tasks and responsibilities to generate better results.
5. Neglecting Team Building: Focusing solely on tasks while neglecting team-building efforts can be detrimental. Building trust, fostering collaboration, and creating a positive team culture are essential for addressing dysfunction in the long term. Ice breakers, lunch and learn sessions, office scavenger hunts, workshops, and themed office decorations are a few ideas that can help build team morale and culture.
Addressing dysfunction within a team is a complex endeavor that requires patience, empathy, and strategic thinking. New leaders should strike a balance between assertiveness and understanding, take time to uncover the root causes, communicate openly with their teams, and prioritize team-building efforts for lasting solutions.
The COR.E Dynamics system is a transformative tool for leaders seeking to address and overcome team dysfunctions. By integrating cutting-edge principles of coaching, psychology, and leadership development, COR.E Dynamics equips leaders with a powerful framework to navigate and resolve challenges within their teams. Through a comprehensive understanding of human behavior and motivation, leaders gain invaluable insights into the underlying causes of dysfunction, allowing them to implement targeted strategies for improvement. This program empowers leaders to foster a culture of trust, open communication, and collaboration, thereby enabling their teams to thrive. By honing their coaching skills, leaders can guide team members towards greater self-awareness and accountability, ultimately leading to enhanced productivity and cohesiveness. COR.E Dynamics serves as a beacon of guidance, enabling leaders to unlock their team's true potential and achieve unprecedented levels of success. Reach out to me, a COR.E Dynamics Leadership Specialist for more insights.
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Morice Mabry, Executive Contributor Brainz Magazine
Morice Mabry is a Core Energy Leadership Coach working with executives, managers, supervisors, and career professions who feel stuck and out of balance because of internal barriers that limit their version of success in obtaining work/life effectiveness. His goal is to enhance awareness around core energy to assess motivation and productivity. Leveraging and assessing core energy levels is a key step in shifting culture, managing change, and improving leadership strategies to create better work/life effectiveness. He enjoys spending time with family, attending sporting events, fantasy football, traveling, and helping people create better versions of themselves.
