You want the people on your team to get along with one another and to work well together. But beware of self-appointed middle-men or peace makers. They actually promote whining and complaining, and lead your team to wallow in emotional turmoil and dissention.
For example, Carl felt it was his job as a “people person” to smooth over ruffled feelings and make his teammates happy. He said, “When we get along better, we produce more. Happy employees are productive employees.”
To read the rest of this article from the Pacific Business News (Honolulu), see: Well-Meaning ‘peacemakers’ can disrupt your workplace http://www.bizjournals.com/pacific/stories/2010/04/26/story11.html
- Pour gasoline on the emotional fires and leave a trail of misunderstanding and anger. But they insist they’re just trying to help.
- May be well-intentioned, but when they act as go-betweens, gossip, innuendo and hostile emotions invariably escalate. Work suffers.
- Are abusive, sneaky, manipulative bullies.
- Usually they love the emotional turmoil and uproar. They feel alive when emotions are on the line and necessary when they’re intervening. They can’t resist being middlemen.
Meddling managers, setting the tone for their teams, cause the most damage. Of course, women meddle just as much as men.
Distinguish the Carl’s of this world from the bridge people who are crucial to the success of any organization.
There was a way Carl’s manager could eliminate the high cost of his bullying and low attitudes.
All tactics are situational. Expert coaching and consulting can help you create and implement a plan that fits you and your organization.