Misguided Solutions Can Destroy an Already Dysfunctional Team:Why Leaders Keep Making the Same Mistakes When Trying to “Fix” Their Teams
- kendriatg
- Apr 3
- 2 min read
Misguided Solutions Can Destroy an Already Dysfunctional TeamWhy Leaders Keep Making the Same Mistakes When Trying to “Fix” Their Teams
When a team becomes dysfunctional, it can feel a lot like dealing with a struggling family—emotions are high, frustrations are loud, and quick fixes seem tempting. In these moments, leaders often make the wrong call—not out of negligence, but out of a desire to make it stop. But urgency can cloud judgment.
Instead of solving the issue, leaders sometimes make things worse by:
Ignoring the root of the team dysfunction altogether
Overcorrecting in dramatic and misaligned ways
Focusing on the wrong issue: is it a person, a behavior, the team dynamic, or a flawed system?
Removing individuals without validating if they were actually the cause
These leadership mistakes are often driven by emotional decision-making and a lack of structured analysis. When we’re overwhelmed or uncomfortable, we rush toward relief rather than resolution.
If your team is showing signs of a toxic work culture or poor team dynamics, it’s time to slow down and rethink your approach.
Four Keys to Consider Before Addressing a Dysfunctional Team
1. What exactly is the problem?
Are you dealing with a difficult person—or a difficult pattern? Is the dysfunction rooted in one personality, poor workplace communication, toxic team dynamics, unclear expectations, or structural flaws in how the team is set up? Without an accurate diagnosis, any solution is just guesswork—and potentially harmful.
2. What emotions are influencing my decisions?
High emotions—frustration, fear, or pressure to act fast—can push leaders into reactive decisions. Ask yourself: Am I trying to resolve the issue, or just trying to stop the discomfort? Emotional intelligence in leadership is critical. The more aware you are of your own emotional state, the better you’ll be at making sound decisions under pressure.
3. Am I treating the symptoms or the system?
Replacing a team member might seem like a clean solution, but if the system—norms, incentives, leadership style, workload, accountability—is broken, the problem will resurface. True team performance improvement requires looking beyond individuals and identifying root causes in the overall structure.
4. Have I engaged the team in the solution?
Leaders don’t have to fix everything alone. Teams often have insight into what's really going on beneath the surface. Invite honest feedback, observe interactions, and use this data to build shared ownership of the turnaround. People don’t tear down what they helped to build!
One of the most powerful ways to keep your team engaged—and evolving—is through consistent, intentional training. But let’s be clear: one training a year won’t cut it. Real behavioral change happens through repetition, reinforcement, and reflection. That’s why a training sequence—not a one-off workshop—is critical to long-term growth.
At TG8, we offer a series of conflict resolution, leadership development, and communication training programs designed to address dysfunction and help leaders create high-performing, psychologically safe teams.
Comments