I have a dilemma in that I started in as a new team leader and had the first meeting with 15 staff. They were rude, disrespectful, etc since they have always had the same leader for a long and did not want a new one. I was able to get control back over the meeting but now realize I have to find a way to work with this team to create a respectful environment and having said that I believe I will need a plan of action. Can you provide me a plan that I could use to get the team back. 

The Team Doc Says…

This is such a bummer for you. Since I know nothing about the make up of your team (or you!), it’s a bit difficult to be very prescriptive with your plan of action.

Here’s what you should do.

Schedule a meeting with every single team member. During that meeting, be empathetic. It’s hard for people to embrace change especially when the person who left the team is someone you loved working for. But that doesn’t mean their behavior is warranted.

What you want to accomplish during the meeting is to find out what makes that team member tick. What their hopes and dreams are within your team and if they have any key issues.

You will have the most success by showing them you care about them and the future of the team. Once you’ve met with each team member, put together a plan of action based on what you heard and what you want to achieve.

What do you think reader? Do you have additional advice to share? Please leave a comment.

I was recently placed in charge of a team where half of the team did not have a Supervisor for three years and the other half had an extreme micromanager as a Manager. The two groups were merged together and I am trying to create a sense of unity. Most of the team are what I fondly refer to as my “fuddy-duddy’s”, who don’t want to do anything except sit and work. I asked them what kind of activities they would participate in, put those activities into action and they stilll do not participate. How can I gain their participation without forcing them?

The Team Doc Says…

Please don’t tell me you are calling these people “fuddy-duddys.” That is not the way to unite a team no matter what you try to do. Now that I have that off my chest, I’d like to know what you are trying to accomplish.

Activities won’t do anything without an objective. If you are trying to unite a team, you need to unite them around the team mission and goals. That doesn’t require activities. And sometimes it is OK just to do work.

But I sense that you want more so I think you need to begin with yourself. Answer these questions:

• What behaviors demonstrate team unity to me?
• How do I get my team to demonstrate unity?
• Why is unity important to me?
• Is my team achieving the goals they are responsible for?

Then ask what YOU can do — realizing you may not need to do a thing based on your answers — to serve your team better.

If you haven’t spent the time with each of your team members finding out what matters most to them, and what they see as their strengths and key talents now is the time to do so. You can take a look at this advice about how to be an effective new team leader for help.

Anyone else have suggestions? Please leave a comment.

I have been promoted to head a department of 32 people, and will start next month. There has been high turnover for the last 2.5 years despite annual bonuses. I have the impression that they have been left on their own far too long. The former boss said that the staff do not care about the job. They leave office on the dot. I have no idea how should I approach the situation on my very first few days there. Any idea? Thanks.

The Team Doc Says…

This does somewhat prove the point that money isn’t everything in a job, doesn’t it? Perhaps they have been left on their own for too long. Or perhaps they just had the wrong leader. Hopefully that person revealed more to you than bad news about the team. And before I forget, just because people leave work “on the dot” doesn’t mean they don’t care about their job.

I find it hard to believe that there are 32 people on a team who don’t care about their work. Your primary objective during your first month will be to find out more about your team members — what their goals are, how they fit in the big picture, and what they need from you (as their leader) to do their job to the best of their ability.

It would be a good idea for you to put together an action plan for your first few months on the job. There are two really good books that can help you do that. You can pick them up at amazon or other book stores. To find out more about them, just click on the title.

• The New Leader’s 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results
• The First 90 Days: Critical Success Strategies for New Leaders at All Levels

Planning your entrance to the team will set the tone for years to come. Good luck!

What about you reader? What action should this person take? Please leave a comment below.