Comment mettre en place une sécurité psychologique dans une équipe avec un membre toxique ?

Lidar com um membro tóxico em sua equipe afeta a moral e a eficácia do grupo em um todo.Para resolver essa situação, decida abordar o problema diretamente. Converse com o membro em questão, explicando como suas atitudes estão prejudicando a equipe e estabeleça claramente os padrões de comportamento esperados. Embora seja difícil no início, essa abordagem costuma ser eficaz. O membro tóxico começa a perceber o impacto de suas ações e acredito que faça um certo esforço para mudar seu comportamento. Com o tempo, a dinâmica da equipe melhora significativamente. Esse tipo de ação nos ensina a importância de abordar conflitos de maneira direta e assertiva.

It may involves several steps: 1. **Acknowledge the Issue:** Recognize and acknowledge the toxic behavior without singling out individuals. 2. **Open Communication Channels:** Encourage open and honest communication. Create a safe space for team members to express their concerns and experiences without fear of retaliation. 3. **Establish Boundaries:** Clearly define acceptable behavior and set boundaries. 5. **Offer Support:** It may stem from personal issues, stress, or miscommunication. Offer support, resources, or solutions to help the individual navigate challenges. 6. **Implement Consequences:** If the toxic behavior persists, establish consequences. This may involve disciplinary actions or involving HR.

Less time will be spent reactively dealing with toxic behaviours if enough proactive time is spent on team development. What I mean is...deep meaningful work at team level where the team and team leader discuss not only what they do , but how they do it. Bonding conversations that clarity and revisit team behaviours that are in and behaviours that are out...team conflict strategies...how the team give each other feedback... If these conversations are happening and happening regularly, toxic behaviours are less likely to occur....and if they do...there is clarity amongst everyone on how it will be dealt with and it will be dealt with swiftly.

Es un tema complicado, bajo mi experiencia es mucho mas importante prevenir que un miembro se vuelva tóxico detectando oportunamente las fortalezas inviduales y colectivas de cada integrante del equipo para poder asignarlo donde sabemos puedan rendir mejor, el obtener logros genera una satisfaccion natural y previenes esa toxicidad asignando las actividades correctas segun sus cualidades, el tema de sacarlo del equipo creo que deberia ser considerada siempre como la última opción porque entonces ¿Donde esta nuestro liderazgo?

As a leader or a member of the team, demonstrate behaviors that promote psychological safety. Show vulnerability, encourage open communication, and demonstrate empathy towards others.

This part is generally the most neglected in guaranteeing psychological safety in a team given its social uneasiness. Nonetheless, this communication needs to be done as soon as possible to avoid the disfunction of the team that only tends to grow under such context

To address the issue of a toxic team member, I chose to communicate and discuss my concerns during a relaxed moment after a successful task. I began by acknowledging the member's strengths and expressing my eagerness to learn from them. However, I candidly pointed out how their habit of condescending communication hindered open dialogue. The team member was apologetic, revealing struggles with sleep issues and the need to expend energy for better sleep. Acknowledging that this behavior impacted our work relationship, we mutually agreed on the need for positive changes, and they pledged to make amends.

Il est essentiel de fixer des limites claires et de responsabiliser le membre toxique en lui fournissant des commentaires constructifs et en l'accompagnant dans son développement personnel. Mettez l'accent sur la création d'un climat de confiance entre tous les membres de l'équipe et favorisez une culture du respect mutuel.

Nunca deixe de expressar seus sentimentos em um ambiente tóxico. E exija a participação do seu líder. Ele deve intervir para o bem estar do ambiente de trabalho.

O ideal é sempre abordar diretamente o colaborador sobre um comportamento problemático, de forma respeitosa e assertiva, uma conversa em aberta de como o comportamento está afetando a equipe é importante para estabelecer limites e expectativas claras para uma mudança de atitude.

If you face such toxic member you need to reach out immediately to your HR or manager. No need to face any situation alone...

Talking to your manager and HR is key. But you can also find support from dedicated and specialized psychological assistance programs. You can also find a lot of different phone numbers online that gives free advices and help. It is sometimes important to get some help and to express yourself to people outside of your organisation.

I find that having my own therapist has helped me work through anything. Being able to reflect the situation for conversation is the first step in making sure that the resolution eventually becomes complete. Introspection is important when dealing with a toxic team member so that you always make sure you’re coming out with a game. Again, understanding your own biases, values and beliefs are an important part of that introspection. I also believe that involving another person in the organization to the mission is important to make sure that that person feels like they are still a part of the organization and are not being ostracized.

Rencontrer une personne toxique au travail est très fréquent. Ce genre de personnes ne s'intègrent pas dans un travail d'équipe et freinent le déroulement positif du travail. Il est nécessaire de développer une psychologie de groupe pour faire face à un élément parail, afin de pouvoir exploiter un rendement positif, sinon il est nécessaire de faire agir les managers et de les conscientiser sur les conséquences négatives qu'apporte cet élément toxique.

Title: Navigating Toxicity in Teams: Cultivating Psychological Safety Establishing psychological safety within teams is crucial for fostering collaboration and productivity. Addressing toxicity requires clear communication, empathy, and proactive conflict resolution. Encourage open dialogue, set clear expectations, and provide support mechanisms for affected team members. Shift focus to shared goals to mitigate tensions caused by toxic behavior. Remember, addressing toxicity is an ongoing process requiring commitment from everyone.

Sometimes, the toxic member is your own boss/manager or a senior team member. In that case, all you can do is identify your strengths and set goals according to them. Don't let the demotivation distract you from achieving your target. Seek help from other team members who are empathetic and kind enough to guide you through your weak points. There are always more people who are willing to help you than the toxic ones

Quando estamos com um colaborador tóxico na equipe, por vezes a equipe toda é contaminada pelo sentimento de pressão constante e competitividade. Identificar colegas em que possamos confiar, ajuda a amenizar o peso da toxicidade do outro. Buscar tornar o ambiente leve, e neutralizar o lado tóxico através de conversas francas pode ajudar. Quando a gestão imediata é tóxica, buscar apoio em outras lideranças é uma saída para evitar a ruptura do time. Sempre com o pensamento de que nada é perpétuo, todas as coisas mudam, sejam boas ou ruins, elas mudarão. A diferença está em como lidaremos com o momento da mudança.

World is full of toxic people and at the same time, kind and good hearted people. It is your perspective to things, you see glass as half full or half empty. Ignore the negative vibes, spread your positive vibes and do not get distracted. Rather than being influenced by his/her negativity, be that version of yourself that he/she gets influenced by your positivity.

Mantener un enfoque en las fortalezas individuales y colectivas del equipo, así como en las metas compartidas, puede ayudar a mitigar el impacto negativo de un colaborador tóxico. Al reconocer y celebrar los logros y contribuciones de cada colaborador, puedes ayudar a construir un sentido de valor y pertenencia que contrarreste las actitudes negativas y fomente un ambiente más positivo y seguro.

Be focused on your work and goal. Don’t let you distract by such people. When you start thinking about them you will definitely distract from your attention. So avoid them and be focused and strict on your work I guarantee you that no one will harm you until you harm yourself. For me; if I don’t have time to think for such things then definitely no way for further discussion.

Tengo 6 años trabajando con equipos en un sector duro como es la hostelería y estoy de acuerdo en cultivar una cultura de equipo positiva. Pienso que cuando el líder de equipo tiene claro que sin sus colaboradores no es nadie, afloran valores como el respeto, la empatía, la honestidad, valores que el equipo detecta inmediatamente y hacen que exista un ambiente positivo. Sin duda alguna, la comunicación también es clave para entender las individualidades del equipo y evitar que se escapen malos entendidos. También estoy de acuerdo con el reconocimiento. La frase que practico es “Corrige en privado y reconoce en público” sobre todo al miembro tóxico para demostrarle que tu intención como guía es hacerlo mejorar, no ir en su contra.

Acknowledge the toxicity, set boundries, support the team and address the behaviour while fostering open communication and respect.

To foster psychological safety in a team with a toxic member, it's vital to cultivate a positive team culture. Encourage open communication and empathy, ensuring everyone feels heard and valued. Address toxic behavior promptly and constructively, emphasizing the importance of respect and collaboration. Lead by example, demonstrating kindness and understanding while setting clear boundaries. Foster a culture of accountability, where everyone takes responsibility for their actions and their impact on the team. By prioritizing psychological safety and nurturing a supportive environment, even amidst challenges, teams can thrive and achieve their goals together.

Promotion of a positive team culture enhances the quality of work done that even in ignorance of that toxic member builds team stability and psychological safety. Open communication among peer to peer interaction and being empathetic to each other plays a major role in promoting optimism

It is always better to start from yourself. I've personally dealt with a toxic person before, so I know how it feels. To prevent myself from hurting others and to encourage positivity, I engage in positive conversations with my colleagues. I ask them if my behavior has ever made them feel uncomfortable or if there's anything else I can improve on. This not only helps me maintain healthy professional relationships with my colleagues but also holds me accountable for my actions. Moreover, it'll help you to work in healthy and encouraging environment.

There is no such thing as “a team with one toxic team member”. That’s not a team. At best, that’s a dysfunctional team trying to pretend they have psychological safety and an environment conducive to performance. The second one team member seems like they have become an isolated problem, chances are the team already dropped them and is not showing them the empathy, compassion, kindness and respect that would restore the high performing rhythm of a team with zero human debt who puts the work in regularly! Our dashboard at @People Not Tech recognises these drops in emotional engagement in teams to help them keep every team member at the best of their abilities and l wrote extensively about research on these topics in my 📖🎙️👩🏼🎤🦬🧠🌶️

A toxic member should be removed from the team as he’s a source of demotivation and stress! These people are always the enemy of success and even if you are strong enough to confront them you will lose your energy over time so this type of people should not continue and should be removed as soon as they are detected

It might be an unpopular take, but you shouldn't waste time figuring out how to deal with a toxic team member. The best move? Point out this behavior to the person's manager. It's then on the manager to dig into why they're being toxic. If it's something that can be fixed, then work on fixing it together with the team member. If not, it's time to say goodbye. No matter how stellar the toxic person's performance might seem, their negative vibe will drag the whole team down. End of the day, one bad apple can make the whole team's results suffer

Actually, I recommend to fire the toxic member to save time and effort. This will resolve the problem root cause and give more focus to work with the positive team.

Para establecer la seguridad psicológica en un equipo con un miembro tóxico, es fundamental definir normas claras de conducta, fomentar la comunicación abierta, proporcionar feedbacks constructivos, ofrecer apoyo, practicar la empatía y liderar con el ejemplo. Es importante abordar los comportamientos problemáticos de manera directa y respetuosa, lo cual nos permitirá encontrar soluciones a estas problemáticas. En casos persistentes, puede ser necesario tomar medidas más firmes, como reubicaciones o acciones disciplinarias, siempre enfocándose en mejorar el ambiente de trabajo y promover un entorno donde todos se sientan seguros para expresarse y aportar valor.