Anton Guinea
Entrepreneur, Speaker, bestselling author, and founder of The Guinea Group of Companies. For over 15 years, Anton has helped leaders move their teams to become psychologically safe, physically safe and overall better versions of themselves.
As a leadership coach, I have seen teams explode. Explode in a good way, into high performance and high output. I have seen them start in turmoil and turn everything around. Teams in turmoil require a very specific style of leadership, and some very specific strategies to work with team members. It is possible to turn teams around.
I have also seen teams implode. Implode in a bad way, into conflict and negativity. From high performance to poor communication, poor behaviour, and low care factor for each other. These teams literally fall apart.
Why? Why do some teams explode and some teams implode.
If you asked Jocko Willink and Leif Babin (authors of Extreme Ownership), they will tell you it is the leader’s ‘fault’. There are not bad teams, only bad leaders. This is correct … to a degree …
In my experience, the biggest challenge for teams is the hiring process. A poor hire can cause a huge amount of conflict in a team. So, how do leaders deal with conflict, and manage teams in turmoil?
1. Lead with Empathy and Transparency
During periods of uncertainty, team members seek reassurance and understanding. Demonstrate empathy by acknowledging their concerns and emotions.
Transparently communicate the situation, providing clarity on goals, challenges, and potential solutions. By fostering trust and openness, you lay the foundation for collective accountability.
Consider something like personality profiling, to understand every team members communication styles (DISC profiling) to help develop self and others awareness.
2. Strengthen Communication Channels
Turmoil often stems from miscommunication or lack thereof. Prioritize clear and consistent communication channels to keep everyone informed and aligned. Encourage open dialogue, where team members feel empowered to voice their thoughts and share feedback.
Active listening is key to understanding diverse perspectives and addressing underlying issues effectively.
Consider something like a Team Charter for this one, to give team members a voice, and to let them contribute to the team development process.
3. Foster Resilience and Adaptability
Equip your team with the tools and mindset needed to navigate uncertainty with resilience. Encourage flexibility and adaptability in the face of challenges, emphasizing the importance of learning from setbacks.
Foster a culture of innovation, where creativity thrives amidst adversity. By embracing change as an opportunity for growth, your team can emerge stronger and more united.
Consider something like resilience coaching and training here, to help team members understand the six (6) pillars of resilience building – vision, composure, collaboration, reasoning, tenacity, and health.
In times of turmoil or conflict, leadership is not about having all the answers but guiding your team with compassion, clarity, and courage. Together, let’s transform challenges into opportunities for growth and transformation.
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If you would like to learn more about Anton or The Guinea Group, please click here to book into Anton’s calendar, to:
UPGRADE your Mindset
UPSKILL your Leadership
UPLIFT your Teams