The Hidden Cause of Ineffective Teams
Recently, I’ve been working with the head of a large business unit of a client. As is often the case, I was called in to assist because “the team is not functioning.” Immediately, my attention was captured. I sensed a red flag. A low-performing team is a common symptom of the problem I call “leadership shock.”
Leadership shock is the overwhelm often experienced by leaders in new roles. The principles and behaviors that brought them past success no longer work. This leaves even the most seasoned leaders feeling ineffective. With packed calendars and endless to-do lists, they find themselves in a state of shock. A leader experiencing leadership shock cannot have a high-performing team.
Since the challenge this company presented was the team’s performance, I took the team on a two-day off-site to build their high performing team model. Click here to read our blog post on the pillars of high-performing teams. Note that a leader in shock cannot set a clear strategy for their team until it's clear for themselves. Sneak peek: strategy is the first pillar in the high-performing teams model.
However, what was most intriguing to me was not the team’s dynamic, but observing their leader in action. This individual is naturally a good communicator and connects well with others. They’re a good strategic thinker… but they lack intentionality in their leadership.
This leader would make off-the-cuff remarks in team meetings without thinking about their impact. Without an intentional leadership model, they struggled to align the impact they wanted to have with the actual impact they were having.
As a result, their team was confused about expectations. The leader’s inconsistent behavior and state of overwhelm were being transferred to the team.
This is a classic case of a leader experiencing leadership shock without realizing it. They’re struggling. I was brought in because this leader’s boss told them to sort their team out, but it became clear that the leader was the one that needed to do the work.
This is not an unusual situation; I’ve encountered it many times before. After the off-site, I went back to the leader and said, “Hey, look, your team needs to evolve and create a new model, but you also need to evolve and create a new model.”
The leader was receptive and very open to this. We have a series of coaching calls set up to help them develop their authentic leadership model so that they can be more intentional in how they support their team. The team has a series of meetings planned, too.
This dynamic between the leader, the leader’s performance, and the team’s performance is critical for success. It’s the next step in the authentic leadership model—if I lead this way, if this is the way that I want to lead, and what does that mean in how my team should act and perform?
Consider: Is there a low-performing team at your organization that might be covering up a leader caught in the cycle of leadership shock? Is your own leadership clear, consistent, and intentional? By identifying potential causes of a team struggling with performance, you can address leadership shock and unlock the full power of your team.
Pete Steinberg is an elite rugby coach, leadership consultant, and bestselling author. He can help you and your organization overcome challenges and achieve unparalleled success. Pete’s first book, Leadership Shock, is now available for purchase at all major retailers. You can connect with Pete on LinkedIn and at PeteSteinberg.com.