Negate Negativity

Problem: Our project team meets on a regular basis to share information, relay updates and brainstorm ideas. One member of the team projects a less than enthusiastic attitude toward the team process, regularly and outwardly. How do I (as a non-supervising meeting facilitator) combat this behavior?

Ideas for You: Remember the mantra, "identify the result you want and plan for that result".

At the very least, you don't want this person to be a negative distraction and at the very best, you want this person to be an active contributor. Here are five ideas to address this challenge. (You may need to get the supervisor's okay to pursue a couple of these ) .

1. Confront the behavior by asking questions. Say to the person, "tell me about your experience on this team. What do you enjoy? What do you dislike?" From the responses, identify next steps. One would be to say, "I want your experience on the team to be pleasant, but I also need for you to be a contributor. How can we make that happen?" What you may discover is that this person has a legitimate fear/concern/challenge about being a part of this particular group.

2. Confront the behavior by giving a choice. Say to the person, "There's a decision to be made about your contribution to this group. Is your best contribution to stay with the group, or do you feel that a better contribution is to excuse yourself?"

3. Confront the behavior using your guidelines. Ask each person to consider his/her accountability to the guidelines that are set up for the team. Say, "on a scale of 1-10, how effectively are you contributing to this team?" The response guides your conversation in dealing with the negative behaviors that you are noticing.

4. Confront the behavior with an honorable discharge. Provide an opportunity for the person to get off the team without embarrassment. Perhaps his/her resources of time/energy really are better invested in other activities.

5. Confront the behavior by a regular evaluation of the team's relationships and progress on goals. Give others a chance to give feedback about what's being observed in team members and their contributions.

Remember the quote that began this article?

"Identify the result you want and plan for that result."

The desire for accomplishing specific goals and the need for building healthy relationships go hand in hand. The extent to which you show genuine concern for others bears directly on your ability to influence and achieve goals. Apply these ideas to working with people and your influence will skyrocket!

By Susan B. Wilson, President, Executive Strategies