What Can Be Done About Toxic Team Behaviors? Part 4

This series is on four specific toxic behaviors. We’re looking at each one. See if you recognize them, and the effects they have had for you, on you, in your relationship, or on your team.

Today, we’ll explore DEFENSIVENESS.

Characteristics of Defensiveness:

1.    Denial of Responsibility: Defensiveness often involves denying any wrongdoing or responsibility for a situation, even when evidence suggests otherwise.

2.    Counter-Blaming: Defensiveness may lead to counter-blaming, where the individual shifts the focus onto someone else's actions in an attempt to avoid addressing their own behavior.

3.    Excuses and Rationalizations: Defensiveness often includes making excuses or rationalizations for one's actions, minimizing their impact or attempting to justify them.

4.    Avoidance of Feedback: Defensiveness can manifest as an unwillingness to accept constructive feedback or criticism, regardless of its validity.

Effects of Defensiveness:

1.    Communication Breakdown: Defensiveness hinders open and honest communication. When individuals react defensively, it becomes difficult to address issues, express concerns, or provide feedback effectively.

2.    Misunderstandings: Reactive defensiveness can lead to misunderstandings and misinterpretations, as the focus shifts from the original topic to defending oneself.

3.    Stagnation in Growth: Individuals who consistently respond defensively miss out on opportunities for personal growth and development, as they avoid acknowledging their areas for improvement.

4.    Strained Relationships: Defensiveness can create distance and strain in relationships, as it sends the message that the individual is not willing to engage in open dialogue or take responsibility.

5.    Team Dysfunction: In team settings, defensiveness can hinder collaboration and problem-solving, leading to a lack of cohesion and a negative work environment.

Addressing Defensiveness:

1.    Encourage Psychological Safety: Foster an environment where individuals feel safe expressing their thoughts and concerns without fear of judgment or retribution.

2.    Active Listening: Practice active listening to understand the feedback or criticism being offered. Responding with an open mind shows that you value the other person's perspective.

3.    Reflect on Reactions: Encourage individuals to reflect on their initial reactions to criticism. Taking a moment to assess why defensiveness arises can help manage it more effectively.

4.    Promote Accountability: Emphasize the importance of personal accountability and growth. Encourage individuals to take responsibility for their actions and mistakes.

5.    Provide Constructive Feedback: When offering feedback, frame it in a constructive and non-threatening manner. This can reduce the likelihood of triggering defensiveness.

Addressing defensiveness requires a commitment to self-awareness, effective communication, and personal growth. By creating an atmosphere of open dialogue and promoting a culture of accountability, individuals and teams can overcome the negative effects of defensiveness and work toward healthier interactions and relationships.

This concludes this series on four toxic behaviors known to cause harm to teams and relationships.

LIV works with individuals and teams on these to promote functional methods of communication, increased psychological safety and trust, team cohesion, and enhanced productivity. We use coaching competencies and structured proven exercises. To learn more, schedule a time.