Have you ever observed a demotion as a direct result of people’s lack of communication capability? It doesn’t have to be that way … but on many occasions … problem people take entire teams down. Their persistent problems may relate to communication etiquette … but its resolution links to how human brains operate to get past conflict…. 
Billie performed very well as a data entry lead for a financial consulting network. For two years… while the company built its client base … Billie worked alone and people often spoke of her organization and accuracy … that benefited both customers and other employees. In fact … Billie grew exceptionally skilled at using a DOS based system and also grew accustomed to working without the distractions of others in her organization….
All that changed … though … when the company expanded its management systems and added team projects that required Billie and 8 other employees to collaborate. Billie found the fit impossible … and frequently said so. To make matters worse … most of the new group knew one another from a highly successful technology project they did together with a competing firm. For an entire year … Billie’s team complained of problems that arose weekly … mainly because of her "negative attitude...."
When management confronted Billie … she stated that she was not used to sharing daily responsibilities with teams. Concerning her negative and defensive behaviors… Billie said she was getting no help to understand new technology programs. She also pointed out that others too were sarcastic … and that she was singled out unfairly …. Have you met a Billie out there…? If so … you’ve also seen stress spread exponentially among members of the team…. The Billie’s organizations often get a bad rap to vendors also … because of negative attitudes that spill over.
After Billie’s project manager discussed her attitude on 3 separate occasions … and after he checked back in to watch for signs of growth … he then took Billie off the project. She was offered a lower paying position with the firm … but Billie quit instead….
Here are 5 mind-bending tips that could have resolved Billie’s conflict with her team ... in ways that prevented further conflicts:
1. Question to investigate alternative approaches that help people to create rather than criticize … through roundtables with the entire team… in a natural setting where people are poised to reboot their brains for new possibilities…. Start by asking “What if…?” Allow for people on the team to come up with positive responses
2. Target tone improvements … and gather near technology centers if that is where the problem persists … discuss interactive opportunities that good tone can open within wider community … and suggest how tone that add fun … laughter ... and relaxed application of ideas where goodwill is built … even among those who disagree….
3. Expect quality … communicated through motivational brainstorming sessions that inspire excellence and innovation …. Use white boards to list basic measurement criteria used to check progress daily…. And identify the opposite of tone expected on the team … so that Billie can see poor tone in others and without the emotional strings to her problem.
4. Move mental resources … such as multiple intelligences into action … as an integral part of all team projects … with opportunities open to people who possess backgrounds for music … reading … writing … and building …. The key is to develop teams with the brain in mind. Billie showed strong intrapersonal skills during her times along on project … and these could have helped rather than hindered her team….
5. Reflect on growth possibilities and share tips for working with difficult people … and for interacting with the wider community and with experts …. To reflect is to put aside first assumptions about who is at fault. These mind benders are designed to create new settings that reboot communications ... more with the brain than with blame in mind. What do you think…?
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