IF YOU HAVE IN YOUR TEAM ONE KEY PERSON THAT DO NOT FOLLOW YOUR MANAGEMENT OR MAKE YOU EXHAUSTED EVERY CONVERSATION WITH HIM AND HE WAS AN IMPORTANT PART OF YOUR TEAM, WHAT IS YOUR ACTION THEN? Saving Changes...
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Luis BrancoCEO| Business Insight, Consultores de Gestão, LdªCarcavelos, Lisboa, Portugal
Dear MAHMOUD
Interesting your question
Thanks for sharing
I think the best way to solve the situation is to go to the root cause of the problem, ie have a conversation with the person on the topic Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
Here what I do in this situations (from practice not from theory): 1-people behave in a way for a reason. The action-reaction principle from Newton´s Laws of Universal Movement. Then, my first step is to understand why she/he behave in that way and it includes to understand myself behavor obviously and the environment. 2-I use some techniques to put in objective way the analisys. I use SPIN Selling method if applies. 3-After 1 and 2 I go to her/him to work together to understand the situation. Is a working session where I try to put both (her/him and myself) in abstract situation just if you see the situation from above. The intention is to close there the situation and the gap. With all that on hand I do not remember a situation where everything goes wrong after. Just in case the things still go wrong then I replace that person. If somebody, including the project manager, can not be replaced then somthing is wrong in the whole process. Saving Changes...
Thomas WalentaGlobal Project Economy ExpertHackenheim, Germany
Mahmoud, this is a great opportunity to sharpen your leadership capability and your influencing skill. Any team member can be made a good contributor by a good project manager (similar to any kid can be made a great adult by a good parent) - nobody left behind.
It requires effort on your side and you are lucky you seem not to be able to just fire him.
My approach would be to find out his motivation for this behavior, and he might be not willing yet to tell you (he might have though, maybe to others). You might try to use any motivational model, for example SCARF (looking for emotions of status, certainty, autonomy, relationship, fairness).
The behavior as you describe it seems to me as if his status, autonomy, maybe fairness feelings might be hurt. And you could try to test this out and try to heal these wounds in him.
For example if he feels lowered in status by reporting to you, you might want to praise him. Praise itself is done best by NOT telling him what a great persons he is but by describing a good thing he actually did, sharing your positive feeling about that and then labeling this kind of behavior. Only few can withstand that.
A good book with influencing skills and exercises is "How to Talk so Kids Will Listen and Listen so Kids Will Talk" Saving Changes...
Abdelhamid CHELGHOUMProject construction manager | Sonatrach groupBatna, Batna, Algeria
if part of construction team:
Discuss with him, try to understand what he want to achieve, try to improve also relationship with him
if no way, than think about other strong solution, sometimes it is necessary Saving Changes...
Drew CraigSr. Agile & Product Coach| VanguardPhiladelphia, Pa, United States
I can't really add more than the great advice provided. The key is empathy and from a leadership perspective, taking time to understand why the individual feels the way they do. Saving Changes...
Nice Question.. this kind of situation is common where oppurtunities for growth are limited and candidates are more causing rise to competition among candidates and rivalry. A sound leader, virtuous in character with above average influencial skills will be able to win the loyalty of this type of candidate who is not falling in line. Others leaders who are not so skilled will try to overcome this by either using politics and isolation tactics , ignoring or by replacement. This results in spoiling the health of team and can result in lot of ill-feeling if the candidate enjoys the good will of the team as well. I agree to the 'scarf' way of handling emotions as espoused by Thomas Walenta ... Thank you Thomas Sir. Saving Changes...
personally, I will look for the root of the issue. if the team member is open to talk, ask him WHY?
otherwise, investigate it yourself. ask the previous project managers and his colleagues that worked with him.
The most important advice is "search for the root of the issue". Saving Changes...
RAJON BANERJEEKalyani, District: Nadia, West Bengal, India
Hi,
In the question there is 2 points:
1. Negativity.
2. He was important for team.
I think, RCA we can do. Also, need to understand the motive of particular member. Is he created toxic environments?
As he was important for team. So surely he have some influence on team. So need to figure it out who are close this team member. Take there feed about this team member.
You can allow him for soft skill training, coaching or PM need to motivate him.
Because, If he is an asset or skilled then obviously his contribution should mark. Not ignored. But politely not by rushed/blamed.
This types of team member are very sensitive. They will mark each word.
Try to play with him softly but not politically. Talk to him in a straight way but not rudely. Saving Changes...
