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A bad apple?

Six Sigma – iSixSigma Forums Old Forums General A bad apple?

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  • #48306

    Muzzler
    Participant

    I am currently working with an awesome team!  This team is energized and working together to make changes.  Here is the problem…I have one member of the team who is determined to cut down everything positive.  He is a total nay-sayer…completely negative and uncooperative.  What do I do with him – outside of putting a muzzle on him!?!  Ha! 

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    #162416

    Marine Jim
    Participant

    I always ask those types of folks what they suggest as a solution.  Once they get on that path, they usually become a little more cooperative.
    If it’s their way or the highway, maybe some closed door 1-on-1 might be in order.
    Jim

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    #162419

    Muzzler
    Participant

    Thanks for the response Jim.  This guy is very negative and very outspoken…he may even become detrimental to the project, the team and the process.  Just not sure how to handle this one.

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    #162422

    Brandon
    Participant

    Jim is on the right track.
    You have to find this nay-sayer’s motivation. He has a view that is likely based on logic – from his perspective. Get behind that view and understand its origin. At the front end of doing this don’t debate or counter-argue his points. Get them all on the table in a manner that shows him you want to understand his views.
    Take a breath and think about what you’ve heard. Acknowledge what has merit and attempt to lead him to the big picture – that is, the team is trying to benefit the company in some manner. Is that not his objective as well? Try to understand him, try to redirect his thoughts, try to recognize his potential contribution.
    If this doesn’t work – fire him!

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    #162423

    Team Player
    Member

    Awesome advice!  Thanks so much Brandon! 

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    #162424

    annon
    Participant

    If you have already tried reigning him in via standard facilitation techniques and discusssion, I would remove him immediately. 
    If that is not possible or desirable, then:

    Ensure your decision making protocol has been established and agreed upon by all team members and govern accordingly.
    Insist on data, not opinion. 
    Give him more responsability.  It often alters the dynamic, as it is more difficult to disparage efforts that you are leading.

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    #162427

    Muzzler
    Participant

    What types of standard facilitation techniques would you recommend starting with?

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    #162429

    BritW
    Participant

    Firstly – a team agreement – things like:

    respect others opinions
    letting everyone participate
    we will not pre-judge ideas
    we will start and end on time
    etc…
    As a facilitator, you ask the team if they are followign the rules they put onthe agreement – and deal with the naysayer via the team – “Team, what do you suggest we do about this issue…”
    If that doesn’t work, then the railroading needs to stop and the player needs removed from the team.

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    #162449

    annon
    Participant

    See below for some good info regarding facilitation techniques.
    http://www.bonner.org/resources/modules/modules_pdf/BonCurFacilitation201.pdf

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    #162450

    Muzzler
    Participant

    Good stuff!  Thanks so much!

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    #162454

    Taylor
    Participant

    Muzzler
    It is sometimes good to have these types on your team, they keep the group from having blinders on. Others have given good advice. Especially Brandon and Jim.
    Be Positive in your approach and listen. Most generally people are like this because they feel they don’t have a voice in the project. Give this person a meaningful task.
    Another approach is to simply ask “Why” he feels so negative about the approach, and what this person would do differently. Once again listen and make eye contact. This is very Key in influence situations.
     

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    #162462

    OLD
    Participant

    Muzzler:
     
    Marine Jim is right. Have a one-on-one conversation with the individual. You can be more blunt and sincere when face-to-face (the setting is less threatening in that the person does not have to be defensive in front of their teammates). If you are the team leader, tell the person what behavior you expect them to exhibit (the advice you received from Chad Vader about maintaining eye contact is excellent!).
     
    Take the conversation to the level that you are comfortable with in terms of your responsibility/authority. As a team leader and/or teammate, always error on the side of telling the individual the way it is and give them the opportunity to change. It can go either way (they change or they get worse) but at least you’ll know you’ve been upfront with them and the decision was their’s to make.
     
    If the individual chooses to not change or continues to be a detriment to the team, follow the advice you have received from the others and cut him loose.
     Good Luck!  OLD

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    #162465

    Muzzler
    Participant

    Thanks to all of you!  You’ve all given me some great advice on how to handle this person!

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    #162479

    Bonghanoy
    Participant

    Sometimes you have to throw out bad fruit – it’s a fact of life. You need a change team not resisters. I’m in the US Army and when we have a job to do, we are not having a debate on getting it done, we may have our differences but it’s important to understand the goal and get it done.

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    #162480

    Brandon
    Participant

    You go Girl!!
    Thanks for creating an environement where we are safe to sit around and BS each other….as if it meant something.

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    #162482

    Bonghanoy
    Participant

    Brandon,
    Do I detect sarcasm? I’m all for a little friendly BS – we all do it and it can be harmless when the relationships and team are strong and its clear their is no personal attack. When we have a mission to accomplish and you have the wrong team – failure is predictable. You don’t pick a team unwilling to execute the mission – you pick a team of individuals willing to compromise personal agenda’s for that of the team. Teams need to work together and when you have a bad apple on your team – you need to confront it before it begins to draw in the flies.

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    #162484

    Brandon
    Participant

    Agreed. No sarcasm – completely sincere.
    I’m thrilled as a taxpayer and a citizen that the military is embracing SS. I wish all areas of the government would do so.

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    #162485

    Bonghanoy
    Participant

    Thanks Brandon, there are a lot of tough jobs out there but ones where your being shot at require heart – which you obviously have as well as respect. I too wish the rest of the Federal Government were also applying and I think they will in time – we just need funding and the dedicated leadership to continue to support. While we have great leaders in place today – we all are worried about the changing of the guard and a new commander wanting to plant a new flag to mark their place on the wall. We have been using for a couple years and could not have been successful without believers like yourself helping up out along the way.

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    #162499

    Confused
    Participant

    Hey there Brandon,
    Good advice – sometimes people resist for a valid reason, like me, I’m confused a lot but mean no harm.

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    #162502

    fake accrington alert
    Participant

    Don’t  wait,just  fire  him,otherwise  you  will  fail

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    #162969

    Ashman
    Member

    This is a very good approach.  Generally, once he lays out his position, he will then have to defend it.  And the best solutions to the problem will become self evident and clear to all.
    If his positions have merit, then assimilate them.  If they do not, then collectively as a group, point out the flaws with facts and logic.
    I he still is a pain in the neck, then ask for him to get reassigned.

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    #162972

    SteveB
    Member

    You’ve gotten great advice from many on this one, the only thing I might add is to remove him/her from the team as a last resort.  Certainly not to fire them over this.  Maybe for job performance, attendance, etc, but not for having a negative attitude on an LSS team.  Even removing them from the team can have adverse consequences to your program (even if the project succeeds).  I do think the advice about 1-1, frank talk, facilitating is excellent.  If he’s a process owner or project sponsor he/she needs to be on board.  A regular team member, less so.  Good luck!

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    #162973

    Lisa McDonald
    Participant

    Depends.  Can you leverage the persons resistance by challenging them and putting them in a leadership position?  Do you have another project team champion who can positively influence a change in this person’s behaviour, including the sponsor of your project?  Provided the overall team is not negatively affected, can you let this person “ride it out” (i.e., no-no behaviour on a team of champions is often ignored)?  A final option to is to remove the barrier (i.e., remove the person from the project team).

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    #162974

    Ashman
    Member

    Agreed,  not fired, just diverted to another project unless he is the process owner or otherwise indispensable.
    If he is an all around jerk or simply exercises poor judgement on a vastly consistent basis, he probably will not last too much longer….then again it is a Dilbert world!

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    #162977

    Sorour
    Participant

    Invite him to leave the team – do not take no for an answer.

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