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Managing Team Members With Bad Attitudes

Working with a team has many benefits: different team members bring new ideas to the table, brainstorming together can lead to creative problem-solving, and work moves forward even if one team member is unavailable. But inevitably you’ll end up on a team with someone who brings a bad attitude to the table.

Maybe your problem team member takes credit for all of the team’s work. They might refuse to listen to others’ ideas, belittle other people on the team, or walk away in a huff every time there’s a disagreement. Whatever kind of bad attitude they have, it can bring down the whole team and drain everyone else’s motivation.

What can you do when one member of a team threatens to get in the way of everyone’s hard work? Here are a few tips on how to manage a team member with a bad attitude:


It might seem counterintuitive (you definitely don’t agree with this person!) but expressing some empathy for their point of view might change your problem colleague’s outlook. For example, if they shoot down someone else’s idea, you can say, “You’re really worried that this idea won’t work. What do you suggest instead?” When someone feels like they’re being listened to, they might be more likely to listen to others.

Set Expectations

Rather than single out the one team member with a bad attitude (which can just make them feel hurt and resentful), get the whole team talking about expectations and ideal behavior when working together. Make a list at the beginning of every project; expectations could include things like “we listen to everyone’s ideas” or “we wait until a person is done before talking.”

Find Their Strength

Some people just aren’t cut out for teamwork. You can try to force your colleague into having a better attitude, but at some point, it might make more sense to let them do their own thing. Depending on their specific talents, you could assign them some important research or ask them to draft the team’s final report.

You might have a difficult team member but finding the right venue for your next executive meeting doesn’t have to be difficult. To book meetings, conferences, and other corporate events  contact AMA Conference Centers today.

The Best Ways to Give and Receive Feedback

Communication is a key component of teamwork. In order to get tasks completed, team members need to be able to communicate clearly and effectively. An important aspect of communication is giving and receiving feedback. When someone on your team could improve or change the way they are doing something, how can you share that in a helpful and positive way? If someone on the team gives you feedback about your performance, how should you respond? Both of these are significant components of effective communication and teamwork.

Giving Feedback

1. Stay Focused
Provide feedback that is directly focused on the issue or the situation at hand. Do not discuss side issues or aspects of the receiver’s personality.

2. Be Clear and Specific
Be clear about the issue and what could be done differently. Do not talk around the issue, but get right to the point and be specific so that the receiver is not confused.

3. Timely Delivery
It is best to provide feedback as quickly as possible. If the feedback is delayed for too long, the receiver may have trouble recalling the details of the situation. Immediate feedback will generally be most effective.

4. Best Timing
Although immediate feedback is important, there are times when the moment is not the best. If emotions are high and the receiver is angry and upset, it may be best to defer the discussion but make sure to have the conversation soon.

5. Mind Your Tone
When providing negative feedback, avoid accusing the receiver. The basis for negative feedback should be how it impacted you and your point of view. This feedback is not attacking the receiver or blaming them, but shares your own feelings.

6. Positivity
As you provide feedback, come from the place of wanting what is best for the receiver. The goal is to help them succeed and even if the feedback is negative, encourage the receiver that you are looking for ways to help them improve.

7. Practice, Practice, Practice
As a leader or team contributor it is important to continue to give feedback, even if it is not always well received. It is a method to help others grow and to help the team succeed – so it is important to continue giving it.

Receiving Feedback

1. Be Open
Recognize that feedback is for your benefit and will only help you grow. Be a person who is open to the ideas of others, recognizing that you don’t have all the answers. Recognize that others on your team have a lot to offer and be a person who is open to feedback.

2. Listen
Instead of jumping to conclusions or immediately forming your response in your mind, stop yourself and really listen to the feedback.

3. Ask
Ask questions if you do not understand the feedback or if you need clarification. This will also help the giver know that you are listening and are trying to understand.

4. Control
When someone has negative feedback, it is easy to get defensive and feel attacked. Control those feelings and consider their point of view. Let their feedback be something that inspires you to improve and change. If you control your defensiveness, they will probably be more willing to provide feedback in the future.

5. Verify
If you have received feedback and are not sure if it is accurate, take the time to ask questions and do the research to see if that approach is best. Be willing to consider the feedback but also double-check its validity if necessary.

AMA Executive Conference Centers offer some of the industry’s best executive meeting and conference venues. We work to help companies and corporate planners across the U.S. facilitate meetings with the best possible outcomes. Contact us today to see how we can help in planning your next meeting in Atlanta, New York, Washington DC or San Francisco.

Becoming More Resilient to Change: 5 Applicable Strategies

As technology changes communication and culture, the business landscape is also in constant flux. A person’s professional life is seen as the foundation for personal life maintenance—without a job there is no money for shelter, food, or stability for the individual or their family. So, when the workplace feels unstable, it is natural for workers to feel deeply threatened. One American Psychological Association study identified that “regardless of the economic climate,” money is consistently the leading stressor for Americans. Work (if employed) follows closely as the second major stressor, substantially ahead of family responsibilities and then health concerns.

If you are working in a business or industry undergoing cultural, process, or labor changes, there are some methods you can use to weather the changes and come out stronger and more confident on the other side:

Acknowledge Your Feelings

Too often, scary feelings are suppressed in an effort to “put on a brave face.” But this avoids actually facing your feelings and situation. Instead, truly consider what you are feeling: Are you scared, angry, confused, sad…? Once you have narrowed down some feelings, try turning them into sentences. For example: I am confused about where I will fit in the new department structure. I am scared my job may be in jeopardy. This process helps you gain a clearer focus to move forward.


Once you have articulated your feelings and concerns to yourself bring them to comfortable and appropriate workplace channels. Talk with your supervisor or human resource manager. There are structures in place to support your professional clarity, especially in times of change. Use these tools to gain further insight and possibly peace of mind.

Avoid The Rumor Mill

It may be tempting to indulge and even participate in rumor consumption and spreading, but this will never help anyone and can only exacerbate an already stressful environment. This goes back to method #2; appropriate channels will have more credible information for you than break-room banter.

Set Goals

Aversion to change can stem from a feeling of powerlessness and lack of control. When experiencing change at work, establishing goals can help you both stay focused while also giving you a sense of purpose and direction. Additionally, setting mini-goals (smaller steps toward big goals) allows you to experience task-completion satisfaction more regularly.

Practice Mindfulness

Meditation comes in many styles and can be tailored to fit your emotions and needs. Not everyone can sit and clear their minds on command. For others—especially busy meeting and event professionals—there are many inexpensive (or free) meditation apps like Headspace and Calm, which guide you through short, voice-led meditations, relaxing sounds, or breathing exercises to reduce your stress and increase your mental clarity.

While the above methods are specifically aligned with workplace change, any of them could be used to maintain confidence while managing other major life changes as well. Change is inevitable – however, growth from it is a choice.

At AMA Executive Conference Centers, we offer meeting spaces that help companies bring their meetings and conferences to life.  With locations in Atlanta, New York, Washington DC, and San Francisco – click here to learn more about hosting your meeting with AMA.