Terrell Owens on Your Team?

Have you ever found yourself struggling to collaborate with a fellow teammate? To complicate the situation even further, what if the coworker is one of the star performers within the company? Although the process may be burdensome and daunting, managing and working with a difficult teammate will likely be one of the most rewarding experiences for the team, the leader and the company as a whole.

Mending the wounded relationship

Great teams consist of great people. Great teams work together, trust one another and bask in the rewards of cohesive success. However, teams facing adversity and conflicting personalities must address the issue and resolve the problem. Take the NFL’s (National Football League) Terrell Owens for example. Owens is one of the most accomplished and talented wide receivers to play the game, earning Pro Bowl appearances and setting league records. However, his on- and off-field antics have soiled his reputation and been the root to team conflicts for nearly 10 years within four organizations.

Have you experienced a Terrell Owens in your organization? Unlike the NFL and ESPN‘s 24 hour news cycle surrounding professional sports, an outlandish personality will likely be less evident to company authorities, placing the burden to repair the team’s dynamic on you.

How then do you address a situation where your talented employee or colleague is impairing productivity because their ego or stubbornness is too heavy to handle? If this individual is causing more harm than help, then it may be time to take action.

1. Consider the situation: In any relationship, there are two sides (at least) to every issue. Ask a colleague for their perspective on the matter – and be sure to avoid ‘gossiping’ about the issue. Be as neutral as possible, asking for honest feedback, constructive criticism and actionable insight.
2. Be the ambassador: This is the most difficult step. You may or may not be the only person who finds this teammate difficult to work with, but it is important that you take the initiative to expedite the relationship-building process. Although we’ve grown more and more attached to e-mail and text messaging, seeking virtual mediation rather than in-person discussion, engage (not ambush) the coworker in-person to avoid the common misinterpretation of sensitive email messaging. Schedule a time to get coffee or lunch, or simply find a time to meet in a quiet room within the office.
3. Keep the conversation in context: By the time you finally are able to sit down with the person, you will likely have thought of every rhyme and reason about why their ignorance needs a whipping. Calm any outlandish emotions and initiate the conversation by expressing your desire to better the relationship rather than beginning with ridicule or blame. Ask for their opinion about the work environment, the personnel and why they think the team does not collaborate to its full potential. Together, create a list of five items that you believe will streamline communication and enhance collaborative efforts. Not only will the list provide sound takeaways from the meeting, but the exercise will be a great opportunity to work together and find solutions to the problem.
4. Communicate with the team: If multiple people have had trouble with the team’s Terrell Owens, take the time to educate them about your conversation and make sure they understand the insights gathered from your meeting. If various people have had problems with other individuals, plan a team meeting and discuss what the two of you came up with, offering to do a similar exercise with the entire team.

Whether you are the team leader of an equal-level coworker, taking responsibility to mend a relationship will not only improve the team environment, but will likely lead to increased productivity and overall success. Many companies even provide programs for this situation, so ask your HR representative if you do not feel comfortable mediating the discussion on your own.

In the end, do not hesitate to be open minded to what your Terrell Owens has to say – if he/she is a strong employee, a healthy relationship will likely teach you more than you could have imagined.