Dealing with an Eruptive Team Member: Learning from Travis Kelce's Bump
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"Leadership is the capacity to translate vision into reality. Conflict is inevitable, but combat is optional." ~ Max Lucado
Much attention has been drawn to the moment Travis Kelce lost his cool, yelling at and bumping into Coach Reid during the Super Bowl. On their podcast, "New Heights," Jason Kelce called out his brother, both brothers acknowledging that Travis had crossed the line.
While there's ongoing commentary from armchair experts, ultimately, the only two people who matter in this situation are Kelce and Coach Reid. Or are they?
Necessary Action
Visible disagreements between an employee and their manager must be managed carefully to address inappropriate behavior and set expectations for the team. Coach Reid and Kelce sat down the next day to discuss the incident. Kelce admitted his mistake, acknowledging he was out of line, while Coach Reid reminded him of his boundaries. In a healthy relationship, this dialogue is crucial.
However, some workplaces deal with team members who behave like the “Eruptor” Problem Monster. These individuals are regularly volatile, erupting at the smallest issues. This behavior often leads to them getting their way or intimidating others into backing down.
For the eruptive team member, every problem is a nail, and they come with the hammer every time. Managing these individuals is challenging, but leaders must address the Eruptor Problem Monster swiftly to prevent toxicity from stifling the workplace. Otherwise, employees may find themselves timidly tiptoeing around, fearing the next explosion.
Leaders Must Take Action
If you're a leader dealing with eruptive team members, consider implementing these steps to tackle the disruptive behaviour of the “Eruptor” Problem Monster before it escalates and impacts the workplace:
Discuss & Document: Schedule a private meeting with the team member to discuss their behaviour, providing specific examples and documenting the conversation for future reference.
Set Clear Expectations: Clearly communicate the expected standards of behaviour and professionalism, emphasizing the importance of respectful communication and collaboration within the team, and document these expectations.
Offer Support and Resources: Provide support to the team member, such as access to counselling or anger management resources if needed, and take note of any assistance provided.
Establish Consequences and Track Progress: Clearly outline the consequences of continued eruptive behaviour, including disciplinary action or removal from certain responsibilities, and document any progress or lack thereof closely to ensure compliance with expectations.
Closing Thoughts
"Leadership is not about being nice or avoiding conflict; it’s about leading through conflict, setting boundaries, and making tough decisions." ~ Ed Catmull
Additionally, by incorporating documentation of behaviours, actions, and discussions throughout the process, you provide a visible record for both you and your team member to track progress or identify areas needing improvement. This documentation also ensures you have the necessary support if the decision to part ways becomes necessary.
However, as a leader, there's nothing more fulfilling than witnessing a team member undergo transformation and growth as a result of your efforts to support them in taking control of behaviours that hinder their success.
