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How to Manage a Diva

Every organization has different personalities with a variety of strengths and weaknesses. Weaving those differences together towards the company and team deliverables are key to the success of the management and leadership. Sometimes there are certain people who are excellent and superb at their core technical or creative skill, but, struggle much with the communication.

Every organization has different personalities with a variety of strengths and weaknesses.
Weaving those differences together towards the company and team deliverables are key to the success of the management and leadership.
Sometimes there are certain people who are excellent and superb at their core technical or creative skill, but, struggle much with the communication.
Being part of a team or any organization requires collaboration from EVERYONE involved.
I have learned that working with so many different people, that it is not the technical skill that will lead to the success. Mostly, the desired and influential ingredient is the ability to work well with others and respect the opinions of others.
What exactly does this mean? What I mean is that even if you are the star or the laggard of the team, you are to equally respect the others in the team. Why is this important other that it is a good and humane approach?
If one person or persons are disrespecting or abusing others on the team, that is nothing short of bullying. We know this does not result in the best performance or help foster a good culture.
Allowing such behaviors to persist or asking everyone to work well with each other, without addressing any bullying or derogatory behavior is creating a toxic culture. This will only lead to loss of productivity, fear in the workplace and likely attrition and overall retention issues.
The company culture can be easily influenced in a negative way by a star who doesn’t respect others or bullies those they work with.
I and my colleagues have worked with the star who is very brilliant, but, also very difficult to work with. They typically did not like to share the limelight and were very sensitive and abusive to the team members.
Addressing this behavior early on in the star’s career is critical to ensuring it doesn’t develop into a more persistent and immutable pattern where it will affect more people as the star’s career progresses.
This brings to the concept of the diva and the health and unhealthly one. Yes, divas are sometimes healthy. The difference between the two types is that
“Divas, by definition, are high-performing, high-maintenance narcissists. Some are needy, demanding, negative—and talk almost incessantly about themselves. Researchers say these are “unhealthy divas” and the source of their narcissism usually is low self-esteem: They are constantly trying to pump themselves”
,…. “Having a healthy diva around brings a lot of sparkle,” says Meredith Fuller, an Australia-based psychologist. “They make your world more interesting and pleasurable because you can bask in their spotlight with them.”

DIVA BEHAVIOR
Divas are, by definition, high-maintenance star performers. But some are healthier than others, because they are self-aware and willing to share the spotlight. Psychologist Meredith Fuller provided some scenarios to test your ability to tell the difference. Identify which of the two behaviors in each question is healthier. Answers at bottom.
What separates a healthy diva from an unhealthy diva is this: Healthy divas stand up for others, not just themselves, says Ms. Fuller, author of a recent book about overcoming “mean girls” and nastiness at the office. “They are confident of their abilities and contributions, and they love recognition—but they are happy to give credit to others, too.”

If the unhealthy diva behavior is reinforced or ignored, it will likely persist.
What should the leadership do in this situation?

  1. References:
    https://www.wsj.com/articles/SB10001424127887323550604578410522536037666 Elizabeth Bernstein
    @EBERNSTEINWSJ, ELIZABETH.BERNSTEIN.50, [email protected]
    Updated April 8, 2013 8:42 pm ET
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