How to Boost Your Poison Team Member

Good morning loyal readers!

How’s your day? Did you woke up in a great spirit or just woke up and start the ordinary day. It’s a natural thing that can happen to you or anybody near you. Your wife/husband, kids, even your dog/cat. It can not have a huge impact in a short time but can be serious if do it every day.

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What about your team member in a company or a business side? What if someone or some people in your team, become a poison and spread it out to the rest of team. As a consultant and coach, sometimes I got this message from HR or see it when visit the clients. It can happen anywhere without you aware of it, especially with an organization who in period of change management.

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I share you my experiences. I have a client who ask me to develop Enterprise Risk Management (ERM) in a company.  Together with some colleagues, we develop this for a past 9 months. Some of you maybe asking its too long. Yes, maybe. Our job in this project is from zero to hero. Means that they have a low knowledge and awareness about ERM even serve as a big national company. The big portion of my time is to develop a risk culture with change management way. We can easily measure risk maturity, conduct focus group discussion, create a policy & manual, ERM system, and conduct training socialization. Beyond of that, we need to ensure that they are aware and own this project after we close it.

Based on our experiences, there are some aspect to boost the ownership of project.

  1. Communication. In many case, some manager just asking their progress, make them as a machine. Based on my view, need to understand their need and hope in team. Ask them “what should we do to improve this team and make it a great place to perform”. It will impact with ownership rather than “I have a bad team, unlucky me”. The spirit of ownership will be align with spirit of company.
  2. Sponsorship leadership. Some manager just ask and share their own experiences without having a room for the team to express and boost their true capabilities. Look at a mirror, have you become a good listener or bossy manager? Leadership is something that develop by experiences. Leadership contain some aspects like develop people, communication, interpersonal, problem solving, time management, negotiation, etc. Beyond that, Lead by example is most important one. Your poison people will see the good side of you.
  3. Coaching group and individually. Find your poison people, treat and coach them personally. Ask what they need and put your shoes in their shoes. Involve them as a new leader to handle some project. Discuss with your HR if it related with remuneration, job rotation, or motivation. Usually, I did it when conduct risk mapping and stakeholders analysis at define and project plan stage. Once you have identify the poison people, then you can make necessary plan for them.
  4. Resistance Management. Poison people tend to resist the project at fist time. In my case, mostly come from sales or project site. They always see it as an additional job with same salary, input wrong data, not perform or attend your season, etc. Make a trust is not easy but once they see you as a great leader, they will follow you anywhere.
  5. Training program. After you find a poison people, train and coach them in a small group. Ask them as a human and not as a criminals.

Beside above plan, we need to merge with some actions:

  1. Create a vision. Align the poison people with company’s vision. Let them aware of the impact if your team can not align it.
  2. Motivating change. Everybody avoid change, especially in comfort zone. Let them see the future of change, show a simple risk register to show if stop to change. I always show the example from technology company who fails to change.

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Now, what about if it happen to your close people, let say your wife/husband, or kids. We can implement the similar way using change management as above example.

  1. Listen first and put your shoes on their shoes.
  2. If they just want to hear, just listen and understand.
  3. If everything in cool time, then support their next action. Give a room to express their next action. You just facilitate with your experiences and lead by example.
  4. Give them a real example to change. It should come from their heart even takes a little bit time.

Management is doing things right; leadership is doing the right thing (Peter F. Drucker)

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