Interpersonal dynamics can make or break a team. To address corrosive dynamics, leaders should adopt a systematic approach. The first step is to identify the ‘pain points’ or issues causing friction. These could include communication breakdowns, unclear roles, or different work styles.
The second step is to discuss these issues openly with the team. This can be a difficult conversation, but it’s crucial for building trust and understanding. Leaders should invite team members to share their perspectives and feelings, and ensure everyone feels heard.
The third step is to agree on a plan of action. This should involve setting specific, measurable, achievable, relevant, and time-bound (SMART) goals that address the identified issues. The team should regularly review progress towards these goals and adjust the plan as necessary.
Finally, leaders should foster a culture of continuous feedback. This means encouraging team members to provide constructive feedback to each other on a regular basis, not just during formal reviews. This can help prevent issues from escalating and ensure the team continues to improve.
Remember, improving interpersonal dynamics is a long-term process, not a one-off event. It requires patience, empathy, and commitment from all team members.
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