Identifying the Seagull Team Member: Preventing a Seagull Impact on Your Team

In the realm of management, there are various leadership styles that can impact team dynamics and productivity.

One particularly problematic type of manager is known as the "Seagull Manager."

This term refers to a manager who swoops into a team, makes a lot of noise, and leaves more chaos behind than improving the situation. In this article, we will explore the characteristics of a seagull manager and discuss the negative consequences they can have on a team. Furthermore, we will provide practical strategies for both managers and team members to avoid the seagull manager's impact and foster a more positive work environment.  This is something you witness and may not know how to deal with it.  And although the concept is often thought to be someone in a leadership or management role, it could be anyone on your team who is vocal about change.

IDENTIFYING THE SEAGULL

Seagull managers tend to exhibit specific behaviors that negatively impact team morale and productivity.

They often:

1. Swoop In

Seagull team members have a habit of abruptly appearing when there is an issue or problem. They offer their input without fully understanding the context or taking the time to listen to their team members' perspectives.  They are often motivated to be the obstacle to change as they prefer the status quo or may not want someone else to shine.

2. Make a Lot of Noise 

Just like seagulls can be loud, seagull team members tend to dominate conversations and meetings, often drowning out their team's voices. They may interrupt or dismiss ideas without proper consideration.  This will teach team members to keep quiet which only serves to slow or stop your practice progress.

3. Leave a Mess 

After making their presence known, seagull team members often disappear without providing any guidance or support to help resolve the issues they raised. This lack of follow-through can leave team members feeling frustrated and abandoned.  Not good!

THE NEGATIVE IMPACT 

The presence of a seagull manager can have detrimental effects on both individuals and the overall team:

1. Diminished Morale 

Constant interference and disregard for team members' contributions can lead to a decrease in morale. When employees feel undervalued and unheard, their motivation and job satisfaction suffer.

2. Decreased Productivity 

Seagull team members disrupt workflow and hinder productivity by creating confusion and causing unnecessary disruptions. This can result in delays and missed deadlines, affecting the team's overall performance.

3. Lack of Trust and Collaboration 

The domineering and dismissive behavior of a seagull team member erodes trust and hampers collaboration within the team. When team members feel their ideas and opinions are not respected, they are less likely to contribute their best efforts or work together effectively.

MITIGATING THE IMPACT 

Leaders, managers and team members can take proactive steps to mitigate the impact of a seagull manager: 

1. Open Communication 

Establish a culture of open and respectful communication. Encourage team members to share their ideas and concerns, promoting a collaborative environment where everyone's input is valued.

2. Provide Constructive Feedback 

Managers should offer feedback in a constructive and supportive manner. Focus on highlighting strengths and areas for improvement rather than simply pointing out flaws.

3. Empower Team Members 

Managers should delegate tasks and responsibilities, giving team members the autonomy to make decisions and take ownership of their work. This fosters a sense of trust and empowers employees to contribute their expertise.

4. Lead by Example 

Managers should lead by example, demonstrating active listening, empathy, and a willingness to consider different perspectives. Encourage a culture of mutual respect and continuous learning.

5. Foster a Learning Environment 

 Encourage ongoing professional development by providing opportunities for training and growth. This supports team members in expanding their skills and knowledge, increasing their confidence and job satisfaction.

Beware of the seagull team member’s disruptive impact on your team. By recognizing the characteristics and negative consequences associated with this management style, both managers and team members can take proactive steps to mitigate its effects. Fostering open communication, providing constructive feedback, empowering team members, leading by example, and fostering a learning environment are key strategies to create a harmonious and productive work environment. Remember, a collaborative and supportive culture is the foundation for achieving collective success and employee satisfaction.  It is hard enough to find great team members. 

Don't allow your team to be diminished or lose team members by allowing seagull behaviors to roost in your practice!