Leaders, Do You Prefer Self-Sufficient Team Members?
by Kate Nasser |
Leaders can easily see the impact of people who chronically complain and contribute less than what is needed and less than their potential.
What do leaders think about about action-oriented team members who do not accept input and help? Do you prefer high performing self-sufficient team members even if they resist input and help from others? What if one of them is highly experienced like a senior network engineer?
Traditionally, most believe that teamwork needs people who both offer and accept input and help. I thought about this as I remembered an IT project teammate from many years ago who did not accept input or help from others on the team. He did a great deal of work on the project, gave brief status reports of what he did, and that was it. The leader of the project did not see it as a problem.
What do you think? What is the impact on the organization’s current goals, on the future success of the business, and on teamwork overall?
As a leader, do you generally ask the action-oriented self-sufficient team members to handle the more critical areas because you feel confident they will deliver? Not all refuse input and help. What about the ones who do?
There are some effects of this behavior:
- Solutions that cover only that team member’s perspective
- Blind spots and exposures if that team member is unavailable or leaves
- Less knowledge and readiness for future organizational goals and needs
- Change in team dynamics and possibly less willingness to ask for help
This issue is quite prevalent on teams yet is often not discussed nor addressed. Is it a silent toxin? Or is it irrelevant to the success of the business? What do you think?
Kate Nasser, The People-Skills Coach, works with leaders and their teams at the Fortune 500 on developing the optimal teamwork for today’s changing global business needs. See team workshop outlines at Team Building Workshops.