the current behaviour is not acceptable, and if changes do not occur, then further consequences will be inevitable. Review It is also worthwhile for you to review how you dealt with this situation so that you can learn from the experience and build your learning about handling similar situations in the future. Finally, there may be occasions when you will come across people who demonstrate difficult and dysfunctional behaviour that constantly infects everyone around them, and eventually creates a toxic environment. When confronted, this type of person is often unwilling or possibly unable to change, especially if their behaviour is entrenched. If you are unlucky enough to come across such a person, then you must have a strategy to cope. Sometimes it is as simple as parting company, or if this is not possible, then find a way to reduce the negative effect the behaviour has on the *earn. For instance, you as team leader may have to intervene early when you notice things are going off track. Working as part of a team is not for everyone and sometimes your role as a leader is about diagnosing and recognizing where your people can best be deployed to add value. Recognizing that an individual is more of an independent operator, who, given the opportunity could contribute more working on their own is a legitimate part of your role. Be aware that just because someone is causing challenges in a team, it does not mean that they will automatically cause less challenge as an independent worker. The goal is to work with the individual to find out their true motivators, and set goals for achievement — including interpersonal ones. If they can channel their energy and capabilities to achieving, then you have a win-win situation for everyone. Remember that in the long run, keeping someone around who may affect you and your team in a negative way is pointless
the current behaviour is not acceptable, and if changes do not occur, then further consequences will be inevitable. Review It is also worthwhile for you to review how you dealt with this situation so that you can learn from the experience and build your learning about handling similar situations in the future. Finally, there may be occasions when you will come across people who demonstrate difficult and dysfunctional behaviour that constantly infects everyone around them, and eventually creates a toxic environment. When confronted, this type of person is often unwilling or possibly unable to change, especially if their behaviour is entrenched. If you are unlucky enough to come across such a person, then you must have a strategy to cope. Sometimes it is as simple as parting company, or if this is not possible, then find a way to reduce the negative effect the behaviour has on the *earn. For instance, you as team leader may have to intervene early when you notice things are going off track. Working as part of a team is not for everyone and sometimes your role as a leader is about diagnosing and recognizing where your people can best be deployed to add value. Recognizing that an individual is more of an independent operator, who, given the opportunity could contribute more working on their own is a legitimate part of your role. Be aware that just because someone is causing challenges in a team, it does not mean that they will automatically cause less challenge as an independent worker. The goal is to work with the individual to find out their true motivators, and set goals for achievement — including interpersonal ones. If they can channel their energy and capabilities to achieving, then you have a win-win situation for everyone. Remember that in the long run, keeping someone around who may affect you and your team in a negative way is pointless