How Do You Deal With Team Members Undermining Your Leadership?

Have you ever found yourself in a tough spot where someone on your team seems to be undermining your leadership? It can be tempting to lose your temper, wait it out, or try to outmaneuver them. But what’s the best approach in these situations? In this blog, we’ll explore some proactive strategies and one grand key that can help you maintain control and turn things around.

What Not to Do as a Leader

First, no team is perfect. At some point, you may experience someone undermining your authority, which can be extremely frustrating. However, it’s crucial to address the issue effectively and promptly. One of the worst things you can do is get caught up in the drama. Engaging in petty behavior or retaliating only leads to a mess, much like siblings squabbling at home. The best course of action is to avoid getting “in the mud” with them. Stay calm, assess the situation, and maintain your professionalism.

How to Deal with Team Members Undermining Your Leadership

Here are some steps to help you stay in control and deal with difficult team members:

1. Assess the Situation Start by gathering information without making assumptions. Ask yourself: “What happened? What triggered this?” Reflect on your thoughts—are they accurate, or could this be a misunderstanding? If it’s true, determine what you can do about it. If nothing can be done, consider how you can still achieve a win for both parties.
2. Stay Calm and Objective Assume that everyone is doing their best. Most people don’t show up to work intending to cause problems. By staying calm, you can objectively assess the facts without getting emotionally entangled in the situation.
3. Have a Private Conversation Schedule a time to talk with the individual privately. Keep the conversation neutral and avoid accusing them. Use a feedback model like, “I noticed this, and I’d like to discuss how we can work together more effectively.”
4. Express Concerns and Seek Understanding When you meet, express your concerns clearly and ask how you can align your goals. Enter the conversation with humility, aiming to understand the other person’s perspective.
5. Set Clear Expectations Make sure you leave the meeting with clear expectations. Let the team member know how you prefer to work and what can help improve your relationship or team dynamic.
6. Offer Feedback and Support If appropriate, offer feedback on what the team member can improve. Again, keep it neutral and offer your support to help them succeed in their role.
7. Document the Conversation After the conversation, document the details. This helps if the issue escalates and ensures you have a record of your actions.
8. Follow Up Monitor the situation and follow up if necessary. If the problem persists, it may be time to involve HR or other leadership.

The Grand Key: Engineering Social Groups

Undermining behavior often happens in silos or secretive environments. One of the most effective ways to address this is by engineering a more cohesive social group within your team. Here’s how: If you notice dissent, create an open, transparent social structure. Hold daily huddles with the entire team where you can outline expectations and foster collaboration. When the whole group is unified, it becomes harder for individuals to undermine your leadership because the team as a whole becomes accountable. By creating a strong social structure, you can neutralize dissent and encourage more open communication. It’s not manipulative—it’s simply fostering a culture where transparency thrives, and there’s no room for secretive, undermining behavior.

Final Thoughts

Leadership challenges like this require a calm, strategic approach. By following these steps, staying professional, and building a cohesive team environment, you can navigate difficult situations with ease. Remember, you don’t have to handle it alone—if you need support, don’t hesitate to involve HR or other leadership resources.