Being a good, intuitive tech leader requires observation, understanding and judgment skills. Observing the dynamic of the teams under their care is diagnostic, understanding comes from hearing, enabling communication and therefore actually listening. Judgment is the culmination of the first two actions and enables prescriptive measures (if needed) or commendation.
But as with any hierarchical team dynamic there are rules and one of the most important ones for the tech leader is to keep the team unified, supported in their good and bad moments. IT is super stressful, the landscape changes fast and often the board and stakeholders impress their needs with the business wellbeing in mind. Which behaviors should you keep an eye on and nip in the bud when they arise? (Bear in mind not everyone presents in the same way).
1. Pessimism
In small doses this can be a good way to think about all outcomes in an unvarnished and realistic way. It allows for big picture thinking that encompasses all scenarios including negative ones. But what happens when the balance is off and cynicism applies to everything and worse still decreases team morale and creativity as a whole? Solution: Speak to the person and ask them how they are, what example to they give for their pessimism, what can you do to address their concerns, how can their sense of positivity be restored. The best thing to do is tackle the pessimism as soon as it raises its head because that way it will not become a default setting. Giving examples of positive results, action and support can do away with negative thought patterns quite effectively.
2. Passive aggression
This is destructive. In many ways I consider passive aggression as stealth behavior which daisy chains into other negative behaviors. It is hard to spot because it is indirect and offenders are able to pass off their behavior as inoffensive to start with while their victims are often not forthcoming. The problem with this type of communication is that it is actually MIScommunication and often very divisive. Solution: It is essential for tech leaders to really observe and know their teams. To encourage open dialogue and set official transparency protocols that removes the need to make cowardly digs. Don’t forget, people who resort to passive-aggression do not care if they undermine or erode the rest of the team.
3. Arrogance/superiority
A sense of superiority can be good especially when combined with a good track record. But what happens when you cannot appreciate that other people might have valuable insights too? The answer is limited collaboration, stifling of solutions and creative solutions to a problem and if extreme, a fracture of the team. Nobody likes a know-it-all who operates without humility and condescends to the team. Solution: Build a teamwork-focused environment and make it your job to ask for input and feedback from critical team members. Ensure they feel appreciated and valued and while they have access to many different and diverse viewpoints and opinions.
4. Insecurity and envy
Competition is nothing new in the workplace but at times this can digress into envy. Being negatively focused on what someone else can do instead of trying to improve and grow individually can have a destructive effect it quashes teamwork. Solution: Place an emphasis on the value of teamwork, impart how beneficial it is to those who embrace it and ensure favoritism is not occurring. Try to address where the insecurities may be arising from and what mentoring, training or help you or the organization can offer to help growth. When the focus moves from others’ to self growth envy-based behaviors can be mitigated.
5. Disrespect for others
Manners are not just for social graces but make for a solid and happy team environment. Intentional aggression and rudeness are not only disrespectful but they can have a very demoralizing effect and cascade into a negative mindset that can result in the aforementioned pessimism. Solution: Make it known that rudeness is not to be tolerated and is not one of the organization’s core values. Try to discover what the underlying issue may be, if there is a genuine intention for rudeness or if is a lack of interpersonal skills and if this is the case then offer coaching on how to improve this.
6. Apathy
Indifference can set in when pessimism and cynicism reign unchecked. If you notice a member of the team is not contributing in a manner that is usual for them, or they display signs of insularity when they were normally very team-oriented, then apathy could be to blame. Disengagement can be contagious, cause fractures in collaboration so it is very important to tackle it so as not to de-stabilize the rest of the team. Solution: Ask why do they feel this way, do they have issues with their role, other team members or even you? (It is a testament to you as a leader if they cite you, and are comfortable doing so!) Remember you are dealing with a human being who is susceptible to the pressures we all are. If for whatever reason they have emotionally checked out, it is your job to find out why and in future make sure your vigilance in spotting individual changes in behavior before they become a problem.
7. Favoritism
In some industries favoritism is encouraged as it harnesses the competitive spirit. Bad tech leaders nurture less capable but more favored, politically savvy individuals at the expense of those with competence. It promotes an unwillingness to collaborate and creates a them and us (the them including the favored ones), and blocks on information flow. Solution: Making it clear that team outcomes outweigh individual ones and encourage a meritocratic view.