Managing a team is not a linear process. Sometimes, team members may regress to previous stages of team development, such as forming, storming, or norming, due to various factors. This can affect the team's performance, cohesion, and morale. How do you manage team members who regress and help them get back on track? Here are some tips to consider.
The first step is to identify the root causes of the regression. It could be due to changes in the team composition, goals, roles, or expectations. It could also be due to personal or professional challenges, conflicts, or stressors that affect the team members' motivation, engagement, or confidence. By understanding the reasons behind the regression, you can tailor your approach to address them effectively.
We often tend to assume the causes. The most critical skill team leaders must develop is the ability to ask questions. When we guess, we have a 50/50 to guess the wrong thing. Wrong things have consequences. Asking questions provides answers and leads to the root cause. Try the Einstein method: > use 55min to ask questions > use 5min to come up with a solution #TheGoodBusy
Key here will be your bonding with the team. Regression is one of the indicator of employee seeking support both emotionally and professionally. One of the spects of strengthening the bonding is two way communication which helps to understand pain area and procative action planning.
The second step is to communicate and listen to your team members. You need to acknowledge the regression and its impact on the team and the project. You also need to express your support and trust in your team members and their abilities. You need to listen to their feedback, concerns, and suggestions, and show empathy and respect. By communicating and listening, you can foster a positive and open team culture and resolve any issues or misunderstandings.
While regression of a team member can have a ripple effect, it's crucial to ensure each team member understands their performance isn't tied to a team member's regression. While addressing the regressor's issue is key, it's equally vital to create open dialogue with the whole team. Leaders must create a safe space for discussing impacts and possible management strategies. Emphasizing leadership's awareness and proactive approach builds trust and shared responsibility. These conversations often uncover novel perspectives or solutions that could impact the situation and team dynamics. Leadership is a shared journey, and every challenge, like a team member's regression, offers opportunities for collective growth and success.
I agree and In my experience, I prefer to take 1:1 session with the regressing team members to ask the challenges they’re facing and how can I be of help. Being a patient listener, emotional quotient, and problem-solving skills always helps. I prefer not to give straightforward solutions to avoid being authoritative rather I help them think of solutions and nurture that along.
The third step is to adjust your leadership style according to the stage of team development that your team members have regressed to. For example, if they have regressed to the forming stage, you may need to provide more direction, guidance, and clarity on the team vision, goals, and norms. If they have regressed to the storming stage, you may need to facilitate more collaboration, negotiation, and conflict resolution. If they have regressed to the norming stage, you may need to encourage more creativity, innovation, and diversity. By adjusting your leadership style, you can help your team members progress to the next stage and reach their full potential.
The fourth step is to reinforce positive behaviors that contribute to the team's success. You need to recognize and reward your team members for their efforts, achievements, and improvements. You also need to provide constructive feedback and coaching to help them overcome any challenges or gaps. You need to celebrate the team's milestones and accomplishments and share the team's progress and results with the stakeholders. By reinforcing positive behaviors, you can boost your team members' morale, confidence, and satisfaction.
The fifth step is to monitor and evaluate your team members' performance and development. You need to track and measure the team's progress and outcomes against the project objectives and indicators. You also need to assess the team's strengths and weaknesses and identify any areas for improvement or development. You need to solicit and provide regular feedback and review the team's performance and development plans. By monitoring and evaluating, you can ensure that your team members are on track and aligned with the project goals and expectations.
The question presented referred to a single team member regressing. The first thing we need to do is analyze if key positive behaviors that had been previously implemented are still be used. Second analyze if key behaviors that do not contribute to positive performance, that had been eliminated, have returned. If both have occurred then have a one-on-one session with your team member and see if he recognizes the change. Does he see it as a regression, status quo or does he perceive that everything is going well. Once you understand their perspective, you can move forward together to discover what root cause led to the changes in behaviors, & what barriers may be present, then develop, support, guide a goal-oriented plan towards progress.
The final step is to support and empower your team members to grow and excel. You need to provide them with the resources, tools, and opportunities they need to perform their tasks and develop their skills. You also need to delegate tasks and responsibilities according to their capabilities and interests and give them autonomy and flexibility to make decisions and solve problems. You need to create a safe and supportive environment where they can learn from their mistakes and experiment with new ideas. By supporting and empowering, you can help your team members reach the performing stage and achieve high performance.
Communication is the key to connect and understand your team members challenges they are facing which is leading not fulfill the desired result. If they have been given a new role or a task, then it is important to handhold and keep on guiding them when needed. Equally important is to keep them motivated.
A simple question goes a long way here in 1:1 setting: How are you doing? with the intention to truly listen and understand and dig deeper. We never know what is happening in person's personal life and other areas which may impact work and yes, that is a human thing that happens. Just being able to speak about it openly at work and adjust goes a long way. Of course, make sure to speak the person language in that conversation so they feel understood.