Generally there are 12 types of team members that can become difficult. It is imperative that you 1. Try to figure out the team members behavior; 2. Look for cooperation and the positive side of the behavior and build on that; 3. Try the suggested ideas for ameliorating the negative sides of the behavior; 4. Treat the person as a competent adult due your full respect and attention.

12 Types of Difficult Team Members

• The Veteran
• The Perfectionist
• The Pain in the Neck
• The Rambler
• The Legalist
• The Mediator
• The Power Monger
• The Silent Type
• The Disengaged Member
• The Raging Bull
• The Not-Enough-Time Member
• The Big Kahuna

 

The Not-Enough-Time Member: Never has time for the team meetings, tasks and work, always “has to go early”, and in a rush.

(-) Can lead to quick, rushed decisions or prevent prevent the team from getting the needed buy-in for ideas and work. (+) Helps keep the team on the agenda, and time-frames for the teams projects.

Develop a time contract with their direct manager and them. Determining how much time they can give to the team, and team projects vs. how much time they have to give to their work outside of this team can help the team leader and this person. Creating a formal “time contract” will enable the everyone to discuss the work and any behaviors that may block the work from getting done. Stick to the meeting agenda. Starting and ending the meetings on time, and staying within the set time-frames of team projects will show respect to everyone on the team. Assign them the time-keeper role on the team. If they are in charge of the time and keeping the meeting moving on-time then they are part of the solution. Ask if they need help negotiating team time with their manager. Sometimes managers don’t respect that employees have many hats to wear and they may become upset that a team-member is spending too much time on certain team projects. If this is the case, as team-leader you need to speak with their manager and determine how much time is available for the team, and their other work.

 

What do you think?

Have you had, or if you had ‘The Not-Enough-Time Member’ on your team what are some ways that you can keep them offering ideas and remaining engaged in the team process?

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