How to break up a clique on your team

Manager vs. Leader How to break up a clique on your team How to break up a clique on your team. Number one is you wanna address the impact. Right? A manager says, hey, you, you all need to stop hanging out together. Leader says, alright, let's. Let's talk about the impact that this is having on the team. Right. And this is where I love the SBI Model from centre for Creative Leadership. We go over the situation. Right. When did they show that there was a negative impact on the team? Maybe it was in a team meeting, maybe it was, what, in the halls? Whatever it is. And then what was the specific behaviour that you witnessed or you heard, you saw, etcetera? And then what's the impact? The issue likely isn't their friendship, it's the exclusion. How do you think others experience this dynamic? And we're working on self awareness here. People don't have bad intentions most of the time. And number two is we wanna build a bridge here. A manager says, alright, you. You need to work with different people here. That's what you're gonna do. But that might not solve the problem. So a leader says, alright, let's find more opportunities for collaboration across the entire team. Connection that is going to reduce this division more than anything else. So we step back and we think about it like, who could benefit from working more closely together? And then we're intentional about that partnership. Maybe it's Shadowing. Maybe it's a project they're gonna work on. We can't demand. We have to cultivate and create space for them to do it naturally. Oh, and real quick, if you're looking for leadership tools, the tips, frameworks, questions, activities, these say this not that cards or the new if this, then that cards. You can sign up here, get a discount or click the link in my profile and start using them today. Oh, and reach out if you need a speaker for your next leadership event or if I can help customise a half day or full day leadership workshop for your team. And number three is we're going to reinforce the team identity. This is who we are. Managers just says, alright, stop acting like a click, this isn't high school. That's not effective. But a leader says, alright, let's talk about the type of team that we wanna be. And that's where I put on the whiteboarder. Or if I'm remote, maybe we do a, A white piece of paper or whatever it is. We are creating two columns. This is who we are, this is who we're not. Defining collaboration. Defining what? Gossip, what we will do, what we won't do. All of that is defined together as a team. Strong team identity that we build, it weakens these clicks, these unhealthy subgroups quickly, what helps people feel included here. And then we're intentional about building that and we start using that language and it becomes baked into the culture. Phil Jackson from the Bulls and the Lakers would say, strength of the team is in each individual member. The strength of each member is the team. So we wanna focus on building that team together. So a manager might attack the click as a leader. We focus on building and strengthening the team. And look, leadership is not a title, right? It's a fire. And we have the opportunity to ignite it, not only in ourselves, but in others. Now, if you like these little tips and frameworks, check out my profile and follow me.