Recently, I was able to attend a basketball game for kids in my local area. The players ranged from between six and eight years old age. In one instance, one of the players, a lively but not very well-organized young boy, was intercepted an inbound pass that was quite a blast; however, he dribbled his ball to the wrong spot and ended up scoring!
In a setting for youth leagues, the atmosphere was good spirits. When I returned home, I wondered what might happen to an athlete who had scored erroneously for a different team? And, even more importantly, what would happen would happen if this happened again? The majority of people would agree that within the professional ranks, there is no way a team could keep a player for long enough to allow the same thing to happen a second time.
A professional team wouldn’t allow a player to score for the opposing team. So why do other professional teams around the globe accept a player who is doing this? The team is distracted by lots of conversations about personal problems… an issue for the team you are on. You are often late to work or take more than 15 minutes of break… an issue for the section on the other side. Be firm on all the work-related problems at any time… A point for the team in question.
Don’t kid yourselves, managers. The practice of allowing non-team member behaviour could be allowing a player of your team to constantly scoring for another team. What are some similar behaviours to diva’s that we’re speaking about? Here’s a list of some.
Afraid. Wants things to go their way, or else
Rants with the utmost ease
A backache to deal with
Self-centred and intensely focused
Sure, there are other divergent behaviours than this, but the five mentioned above are easily identified through the initial letter of every line. D.R.A.I.N. I selected this memory key due to the fact that this is exactly what a diva is to a team. It’s a drain, inefficient use of time and energy, a drain on resources, and a drain on every good thing a group could possess; one unchecked, statistic member of the team could remove everything.
Impacts on a team the Team
When these five behaviour patterns are being played out, others on the team are walking around on eggshells, afraid to be a nuisance to the orc. The same behaviour causes managers who are not as vital to be open with the diva for fear of the negative feedback they’ll be receiving from the female diva. Because of this, the diva is often given praise even when it’s not merited. But, this usually means that employees with more merit who are indeed teammates – will only receive “good” reviews as they, in the end, isn’t superior to anyone else. The member of the team who is less likely, to be honest about their feelings regarding a bad review is more likely to receive a negative review. This is a different aspect of the reviews, but this is an issue to be discussed in a separate post.
The fear of backlash and the cause of backlash are tactics used by divas. In the end, allowing it to continue is not a good idea for a team. In fact, it could cause a lot of damage to the team. Anyone who has served on a team that had the diva is aware of what we’re talking about. A single player who is not on the team could cause chaos in an efficient operation.
Distinguishing the behaviour of a Diva
This article won’t go into detail about the best way to transform the look of the diva. Actually, I’m not sure that changing a diva’s appearance is feasible. It will depend on the person. A diva’s need to reduce their devoutness is conceivable. Actually, it is required to be done in order to build the most effective, efficient team you can possibly have.
Look up diva-like behaviours to determine precisely what it is
Divergence is a non-team member behaviour. It is distracting from team concentration, hinders unity within the team, and affects the working atmosphere. When it comes to the team, there’s no benefit to an individual on a team who is a diva in a way. For the diva, it might appear harmless, just being eccentric or what they are, but to the rest of the team, it’s a real pain on the back of your tush.
Being insistent with them about any issue is something that women don’t like. They have grown accustomed to being the loud ones. But this doesn’t alter the fact that divagation must stop. It’s not cute. It’s not funny. It’s not beneficial for the team, and therefore it should be eliminated. There are many books available on the market that will help you have difficult conversations with employees who are difficult. Read these books and learn the strategies that work for you. I realize that this isn’t an easy task for managers in general. But, these are the conversations that have to be had. Let me know what I’ll ask during my live seminars. In the event that this conversation is not had and the proper follow-up is not had, What are the odds that there will ever be changes? You guessed it, a big, fat, zero per cent chance.
Follow the plan
A diva might not be in a great mood, but that’s not a reason to let her temper flare. A woman may wish things in a different way than they are, but that is not a reason to be aggressive, sarcastic, or rude. The diva might not want to be a part of a specific project, but that shouldn’t be the reason for managers not to assign the job to her or him. The fear of being aggressive, belligerent or being a hassle to manage aren’t reasons to make a decision based on work-related tasks. Managers have a duty to their team. This includes making sure that all members of an organization are able to take on their fair share of the work. Take the burden off of a diva in fear of retribution and observe how you can extend the time that the other team members remain in your team.