As a manager or mentor of a disruptive early-career academic with potential, you might face the challenge of navigating the fine line between encouraging their ambition and addressing problematic behaviours.
This case presents a particularly tricky situation: an individual who is hardworking and eager to make an impact but who struggles to follow through on advice, cuts corners, and disrupts team dynamics.
Understanding how to manage such a person effectively is critical, both for their development and for maintaining harmony within your team.
The Situation
The individual in question is a rising star: ambitious, driven, and full of potential.
They are eager to take on tasks that demonstrate their capabilities and build their career.
However, this eagerness comes with significant downsides:
- Cutting Corners: Despite agreeing with suggestions during one-on-one discussions, they tend to bypass proper procedures or take shortcuts when completing tasks.
- Impact on Team Dynamics: Their behaviour, such as disregarding protocols or acting without consultation, frustrates other team members and creates tension within the group.
- Resistance to Advice: While they outwardly agree with feedback, they fail to implement it effectively, repeating mistakes and undermining their credibility.
These issues are not uncommon among early-career academics who are transitioning from being self-directed students to functioning as collaborative professionals.
Left unchecked, this behaviour can stifle their growth and alienate colleagues.
Diagnosing the Problem
Before addressing the situation, it’s essential to identify the root causes of these behaviours.
Some possible underlying issues include:
- Overconfidence: Their eagerness might stem from a belief that they already possess the necessary skills and knowledge, leading them to undervalue advice or underestimate the importance of following processes.
- Impatience for Recognition: They may view foundational tasks or collaborative work as obstacles to showcasing their brilliance and achieving recognition.
- Fear of Failure: Cutting corners might be a defence mechanism to avoid scrutiny, particularly if they feel insecure about their performance.
- Lack of Self-Awareness: They might not fully understand how their behaviour impacts others or the broader team goals.
Once you’ve identified the potential causes, you can develop a tailored strategy to manage them effectively.
A Management Strategy for Success
Managing an ambitious but difficult team member requires a balance of empathy, structure, and accountability.
Below is a comprehensive strategy to guide their development while minimising disruption to the team.
1. Set Clear Expectations and Accountability Standards
Begin by clearly outlining your expectations regarding their work quality, adherence to processes, and behaviour toward colleagues.
- Define Non-Negotiables: Explain which tasks or protocols must be followed without exception. Emphasise that these processes exist for a reason; whether to ensure accuracy, foster collaboration, or maintain a healthy work environment.
- Track Progress: Implement a system to monitor their adherence to guidelines. For example, require progress updates or a checklist to ensure tasks are completed correctly.
Consequences for Non-Compliance: Be clear about the consequences of cutting corners or disregarding advice. This could include revisiting tasks to redo them properly or a formal performance review.
2. Encourage Reflection and Self-Awareness
Promote a culture of reflection to help them recognise the impact of their behaviour.
- Debrief Mistakes: After an error occurs, ask them reflective questions such as, “What do you think could have gone better?” or “How might your approach have affected others on the team?”
- Focus on Outcomes: Frame conversations around the consequences of cutting corners, such as diminished trust from colleagues or delays in project timelines.
- Introduce Peer Feedback: Encourage them to seek feedback directly from peers, which can be more impactful than hearing it solely from a manager.
3. Provide Structured Development Opportunities
Harness their ambition by channeling it into structured growth opportunities that align with team needs.
- Assign Ownership: Give them responsibility for a project where they can’t cut corners without jeopardising the outcome. Pair this with clear guidance on how to succeed.
- Break Down Tasks: If their impatience leads to shortcuts, break large tasks into smaller, well-defined steps, ensuring they complete each one before moving forward.
- Create Milestones for Recognition: Celebrate their achievements at defined intervals, showing them that following the proper process leads to success and acknowledgment.
4. Foster a Collaborative Mindset
Since their behaviour is affecting team dynamics, work to cultivate a sense of teamwork and mutual respect.
- Model Collaboration: Demonstrate collaborative behaviours yourself, such as openly consulting with others or giving credit where it’s due.
- Highlight Team Achievements: Emphasise the importance of team contributions by celebrating collective successes rather than individual accomplishments.
- Facilitate Peer Mentorship: Pair them with a more experienced colleague who can role model the behaviours you want to see and provide informal feedback.
5. Have a Direct Conversation About Their Impact
If the behaviour persists, it’s time for a frank but supportive discussion.
- Use Specific Examples: Cite instances where their actions have caused issues, both in terms of mistakes and team friction.
- Frame It as Development: Position the conversation as part of their professional growth rather than as punitive feedback.
- Set Behaviour Goals: Establish specific, measurable goals for their interactions with others and their adherence to processes.
6. Leverage Their Strengths
Don’t let their negative behaviours overshadow their potential. Recognise and build on their strengths to motivate them.
- Acknowledge Their Ambition: Show appreciation for their drive and work ethic, but channel it into constructive actions.
- Tap Into Their Expertise: Give them opportunities to showcase their knowledge in ways that benefit the team, such as leading a training session or presenting at a conference.
- Link Effort to Reward: Help them see that their long-term success is tied to both technical competence and interpersonal skills.
7. Monitor Progress and Adjust
Change won’t happen overnight, and ongoing support is critical.
- Regular Check-Ins: Schedule follow-up meetings to discuss their progress, addressing both improvements and lingering challenges.
- Adapt Your Approach: If they’re not responding to your initial strategy, consider other tactics, such as involving an external coach or mentor.
- Celebrate Success: When they demonstrate growth, acknowledge it publicly and privately to reinforce positive behaviours.
Final Thoughts
Managing an ambitious but challenging early-career academic requires patience, strategy, empathy and determination.
By addressing the root causes of their behaviour, setting clear expectations, and providing structured opportunities for growth, you can help them reach their potential while maintaining a harmonious team environment.
Remember, the goal is not just to correct problematic behaviours but to help them become a well-rounded professional.
With consistent guidance and accountability, their ambition can become a valuable asset to your team rather than a source of friction.
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