Continuing with our gardener metaphor (Stage 1: Seedling, Stage 2: Adolescent), we arrive at the third stage of a follower's development under your leadership, which we’ll call the "Disgruntled" stage. In the plant world, this corresponds to the "Secondary" growth stage, where the trunk or stem of a plant thickens, branches grow longer and stronger, and the plant fills out with twigs and leaves. Beneath the surface, the roots spread out, creating a firmer and more solid base. While this stage signifies maturity and strength, it’s also a time when the plant becomes vulnerable to external threats like insects, disease, and invasive vines.
In a similar way, this stage can produce what I call the "Scrooge" of the office or a “grumpy” and “disgruntled” employee, volunteer, or community member. These individuals often have a poor attitude, demonstrate inconsistent behavior, and show variable commitment to their work. They’ve been around your organization, project, or community for a while, and the initial excitement has long worn off. Nothing surprises them anymore. No new mission, project, CEO, team captain, or leader will change their deeply ingrained perspectives. They’ve "seen it all" and often believe they know the best way to do things, based on their extensive experience and knowledge.
These Disgruntled team members usually have high Aptitude, as they've been around long enough to know the ins and outs of the organization, understand the processes, and have developed significant competency. However, their Attitude fluctuates widely. They might show up on Monday feeling miserable, be in a better mood by Thursday, and then have a tough interaction on Friday afternoon. Does this sound familiar? If you have or know people like this on your event team, in your organization, or community, you’re not alone.
Weeds and Diseases in the Disgruntled Stage
Just like plants in the Secondary stage, these individuals are susceptible to "weeds" and "diseases" that can affect their growth and productivity. In the workplace, these might not be literal pests, but rather the negative experiences and disillusionments they’ve accumulated over time. They may be overgrown with grudges, carrying the weeds of past disappointments and the diseases of unfulfilled promises. This can make them resistant to change and skeptical of new initiatives.
These individuals can become the office "grump," their negativity affecting not just their own work but the morale of those around them. Their vast knowledge and experience make them confident in their opinions, often leading them to believe they know better than others, including new leaders. They are susceptible to poor behavior and decide how much effort to invest in the organization, often choosing to give less than their best.
Impact on the Team and Community
What's more, these disgruntled members are impressionable to those in the Adolescence stage of development. Their negative outlook can easily rub off on less experienced team members, creating a ripple effect of dissatisfaction and disillusionment. It's akin to how a diseased plant can affect the health of those nearby. If left unchecked, these attitudes can spread, creating an environment where negativity thrives, and growth is stunted.
Leading Through the Disgruntled Stage
As leaders, it’s essential to address this stage with care and strategy. Here are some steps to manage and guide disgruntled team members effectively:
Prune Negative Behaviors: Just as a gardener removes unhealthy growth, leaders must confront negative behaviors head-on. Engage in open conversations to understand the root causes of their dissatisfaction and work together to address these issues.
Provide Opportunities for Growth and Responsibility: Often, disgruntled members feel stagnant. Offering new challenges, roles, or projects can reignite their sense of purpose and commitment. Recognize their experience and provide avenues for them to mentor others, turning their knowledge into a valuable asset.
Set Clear Expectations: Make it clear that while their experience is valued, their behavior and attitude must align with the organization’s values. Establish boundaries and hold them accountable for their actions.
Nurture Positive Relationships: Encourage positive interactions within the team. Promote a culture of open communication, support, and collaboration. Sometimes, disgruntled members need to feel heard and valued to shift their mindset.
Model Resilience: Demonstrate a positive and resilient attitude yourself. Show that challenges can be overcome with a constructive approach, and provide a steady example for others to follow.
By focusing on these strategies, leaders can help their "Disgruntled" team members transition into a more positive, engaged phase of development, ultimately contributing to a healthier, more productive environment for everyone.