As the leader goes, so goes the team

The garden industry is back in full swing. What a glorious, busy, exciting, exhausting and potentially trying time. Rush, rush, rush. Strike while the iron is hot. Maximize profits and exposure. Run. Run. Run. Lather, rinse, repeat.

Like all seasons and things, this too will pass. The question is, how are you and your team handling the pressure? Are you having fun, relishing the energy and interaction with others? Or are stress fractures showing up under the strain?

After more than a quarter of a century studying human interactions, one thing I know for certain is: As the leader goes, so goes the team.

If you’re handling the pressure graciously, laughing and enjoying yourself, by and large your staff is, too. Kudos for creating a high-performance culture that weathers stress and busy times. Employees and customers appreciate gracious stability and welcoming environments. When there is fun to be had, people want to join in.

If, on the other hand, you’re short tempered, stressed and strained, your staff will also take their cues from you. Unfortunately, the “kick the dog syndrome” creates unproductive and taxing tension.

As an employee, there’s little worse than walking on eggshells and worrying if you’re going to be on the receiving end of a verbal tirade, caustic comment or nasty look. Additionally, it is extremely distressing to watch disputes and hostile behaviors. Employees simply can’t win. Eventually, whatever is going on between the staff will bleed out and affect your customer relations.

If you find yourself or others on your team engaging in bad behavior, it’s time to take charge and institute change.

Ask for better behavior. I taught at a university that had a great deal of animosity between the faculty and administration. Nasty, knee-jerk reactions were the norm. Then we got a new president. He met with us for an hour, but I only remember one comment. He said, “My door is always open, and you can say anything you need to, but you will say it civilly.” The culture changed on a dime and it became a much more pleasant place to work. Sadly, within weeks of his departure, the bad behavior was back in place.

Develop conflict resolution skills. Bad behavior such as short tempers, snide remarks, yelling, inappropriate language, the silent treatment, passive aggressive digs and asking employees to take sides are symptoms of a lack of conflict resolution skills.

Until you learn to resolve rather than revolve conflict, problematic behaviors will ensue and grow. Why? Because the problems haven’t been adequately addressed and resolved. Like credit card debt that quickly grows due to high interest rates and fees, unresolved conflict rapidly balloons.

For quick tips on resolving conflict, see my previous columns: bit.ly/1GvHGFf and bit.ly/1z0Kq9k.

Know when to call in a pro. Patterns that are well ingrained, and hurts and resentments that have built over time are almost impossible to change without outside help. Not only are conflict resolution skills needed, but the stinky “garbage” that has long accumulated needs to be taken out. Only then can trust be reestablished.

Fractures are most evident under strain, and this is the time of year when they are most likely to show. You’d never let a broken leg go untreated, so don’t let problems fester and grow under your leadership. Your business, employees and customers need you ready to run.

Dr. Sherene McHenry’s, “The 30 Minutes To Breakthrough Specialist,” empowers organizations and individuals to maximize their potential, enhance relationships, and avoid and overcome burnout. The author of “Pick: Choose to Create A Life You Love,” Sherene is passionate about creating happier lives, healthier relationships and better bottom lines. www.sherenemchenry.com.