Leadership Strategies for Helping a Workplace Team Improve

¶ … Dysfunctional Team

Bill's team has a problem with its organizational culture. It emphasizes procedure over workplace culture and thus the team has no real team spirit or spirit of mission. The organizational culture has to be better effected.

The problem is a group function, which can be rooted in leadership -- but because Bill has just taken over it is difficult to place blame there. He is currently assessing the situation. However, because the group consists of "individuals" who do not really get along, there is no real "group function" -- and this is consistent with the lack of workplace culture.

A leadership problem would emanate in negative ways -- such as narcissism from the leader, negative feelings, cruelty, a lack of communication, a lack of empathy, a lack of care about how his attitude impacts his followers and the overall success of the organization. This is not really the case for the leader, though it is apparent in the followers, as they have not abandoned their petty jealousies or feelings of resentment or the sense that they are being undervalued. This all does play into the group dynamic, however. The fact that the group members do not communicate well, that they do not get along, that there is so much confusion about what to do in their job -- all of this points to group function that is dysfunctional: but of course this is a point that leadership must address or it will be, ultimately, on the shoulders of leadership, i.e., a leadership problem.

From Jane's point-of-view, she does not feel comfortable around the younger workers and would prefer that they mature or that the company hire older persons. From Ted's point-of-view, he does not see why he should have to follow the flow-charts when he knows how to read people and deal with them correctly in his own way. Mary is the opposite and from her point-of-view, she lacks the Emotional Intelligence (EI) and Social Intelligence (SI) needed to rise above the flow-chart and deliver really special customer service. From Mamie's point-of-view, she does not belong to this world and is only here until she finds her "true calling" in music -- so she views herself as an outsider. She also sees that Ted knows what he is doing but does not always follow the protocol, so this is confusing for her. From Larry's point-of-view, he wants to be shown more respect: he is a retired lieutenant colonel and feels that he brings a good perspective that should be considered more.

Structurally speaking, some changes could be implemented. These should include communicating the organizational culture more effectively and providing incentives for growing and developing the culture. This would encourage the employees to mesh better and to help each other.