Leadership in Business: Improving Team Productivity After Negativity

This report examines leadership strategies to address negativity and improve productivity within a team that has suffered under previous management. The author emphasizes the importance of communication, problem-solving skills, and establishing a social contract to foster positive team behavior. The report suggests initiating crucial conversations to understand the root causes of negativity and taking action against bullying or rumors. It highlights the role of the leader in facilitating sessions, setting goals, and developing a transparent environment built on trust. The report also stresses the need to eliminate negative influences, improve communication, and promote a cohesive team environment focused on achieving business objectives. Key leadership qualities discussed include communication, problem-solving, and the ability to build trust and transparency within the team to enhance overall productivity.

Running head: LEADERSHIP IN BUSINESS
LEADERSHIP IN BUSINESS
Topic: How to improve a team that has become negative and unproductive under previous
manager?
Name of the Student:
Name of the University:
Author Note:

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Negativity in the workplace might spread like wildfire and it might even get worse
targeting the externally related people of the organisation as well. Leaders or the managers of
an organisation remain in charge of overcoming these disputes (Block 2016). The primary
step to be undertaken in order to remove the toxicity from the team is to initiate the crucial
conversation that would help to know the details of the matter that had compelled the
employees to go negative. One of the leadership qualities, communication ability, of the
manager is reciprocated with the attitude that the manager shows at the timer of handling
fearful and damaged relationship of the team. The idea behind this communication is to gain
knowledge details and accountability of the reason behind going negative (Blum and Beck
2015). Once this gets known, the next thing to join is to take action against the bullying or the
rumours that had created a miserable environment in the work place. Thus, second most
important strategy to be undertaken is to understand the situation and work accordingly. For
this, a leader should possess the problem solving skills. Professionally facilitated sessions can
also help to spot the problems and challenges faced by the team (Longoni 2014). These
problems need to be worked on by creating particular goal or vision to overcome the issues.
The idea is to forget the mistake and move on by promising that the future will bring better
achievements suppressing the existing problems.
The next step that falls as a part of the leadership quality is to develop a social
contract for the team behaviour. Once the problems are solved and new strategies are put to
effectiveness, it is important to build a social contract that would engage in developing the
behaviour of the team (Sarvaiya and Wu 2014). The idea is to suppress the negative vibes and
prescribe positive vibes that is built on trust and transparent behaviour among the employees.
In this stage, the leader might also take official steps by announcing or sending mails to the
employees that no one should be further engaged in such activities that could create

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negativity in the team (Longoni 2014). In case of any kind of distress, any employee is free to
discuss their issues with the leader.
Dysfunctional activities will lead to loss of opportunities and achievement that would
have otherwise gained as a team. Building better opportunities of communication and
becoming cohesive as a single team is the most appropriate requirement for the members to
work as a team. The idea is to work towards achieving the same goal of business that would
ultimately lead to improvement in the productivity of the organisation. In order to do so,
removing the ‘negative Nancy’ from the team is important (Blum and Beck 2015). Better
communication with the members of the teams can only help to overcome the barriers and the
conflicts that the team faces. It falls in the part of the manager to initiate that communication
and create better environment for every person to work in the organisation.

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References:
Block, P., 2016. The empowered manager: Positive political skills at work. John Wiley &
Sons.
Blum, H. and Beck, D., 2015. Shared Responsibility Approach: How to resolve bullying in
three steps. InterAction-The Journal of Solution Focus in Organisations, 7(2), pp.88-96.
Longoni, A., 2014. Organisational Responsibility and Worker Commitment: The Definition
and Implementation of Sustainable Operations Strategies. In Sustainable Operations
Strategies (pp. 21-27). Springer International Publishing.
Sarvaiya, H. and Wu, M., 2014. An integrated approach for corporate social responsibility
and corporate sustainability. Asian social science, 10(17), p.57.