To address a team member who is undermining others' contributions and restore collaboration: 1. Have a private conversation to understand their perspective and motivations. 2. Clearly communicate expectations for respectful teamwork and collaboration. 3. Emphasize how their behavior impacts team morale and productivity. 4. Work together to develop strategies for more constructive interactions. 5. Recognize and praise positive collaborative behaviors when demonstrated.

To restore collaboration and productivity, address the issue directly but diplomatically. Have a private conversation with the team member to understand their perspective, using "I" statements to avoid blame, like “I’ve noticed some contributions aren’t being recognized, and it’s affecting team collaboration.” Highlight the need for mutual respect and clear communication to ensure team success. Set expectations for recognizing all contributions and reinforce positive behaviors during meetings. Encourage team-building activities to rebuild trust and empathy. Regularly check in to ensure progress and maintain a positive team environment. This approach fosters a collaborative culture where everyone feels valued.

Il est parfois essentiel, si des limites ont été dépassées, de se séparer du collaborateur en question. Beaucoup de dirigeants en France n'aiment pas le conflit, et jouent la montre quand une telle décision est à prendre. Il peut y avoir une perte de motivation des autres personnes de l'équipe qui se mettent déjà à chercher ailleurs en toute discrétion. Prouver, en tant que dirigeant, que l'on sait poser une décision sans retour en arrière possible, cela rassure les autres qui se disent que la reconnaissance ne sera pas arbitraire, mais liée aux résultats.

Complemento con 2 acciones del lider que pueden ayudar a solventar la situacion del profesional y el equipo: 1. Cultura de retroalimentación constructiva: "Fomentar una cultura de retroalimentación abierta y constructiva es clave para evitar que las tensiones escalen. Crear un espacio donde todos los miembros se sientan seguros de expresar sus opiniones ayuda a prevenir malentendidos y a mejorar la cohesión del equipo." 2. El papel del liderazgo en la mediación: "Los líderes tienen un rol crucial en mediar estos conflictos. Liderar con el ejemplo y fomentar el respeto mutuo puede transformar una situación de confrontación en una oportunidad de crecimiento."

To restore collaboration and productivity in the face of undermined contributions, I’d initiate a “Team Spotlight” session, transforming our weekly meetings into a stage for recognition. Each member, including the one undermining contributions, would present their work and the value it brings, fostering mutual appreciation. I’d introduce an “Appreciation Jar” where team members can anonymously drop notes of thanks for each other, creating a culture of gratitude. Additionally, we’d hold a fun brainstorming session with a twist—using improv games to ignite creativity and build trust. This approach would not only promote collaboration but also create a buzz of positivity that can easily go viral among teams seeking unity!