Outliers and anti citizenship behavior

1. ‹#›
THE TOP 4 EXPECTATIONS OF A TEAM LEADER
OUTLIERS AND ANTI-
CITIZENSHIP BEHAVIOR

2. ‹#›
Main topics of
interest
Conditions that create anti-citizenship behavior
Types of outlier behavior
1
2

3. ‹#›
Module
requirements
To reflect how and why outlier and anti-
citizenship behavior begins and how being a
great leader will reduce their likelihood of
occurring.
A difficult yet frequent challenge of leadership is
managing outliers (individuals that do not buy-in to
TEAM). Anti-citizenship behavior represents lack of buy-
in and commitment, but understanding what causes this
behavior will help you understand what to do when faced
with an outlier.
Review the following curriculum with a group or by
yourself and reflect on how you as a leader can help
change some or all of the conditions that lead to outlier
and anti-citizenship behavior.
Purpose
Instructions

4. Condition: Team captains are inconsistent.1
When leaders are inconsistent, break the rules or act counter to
established norms…anti-citizenship behavior increases.
The first step in dealing with outliers is to make sure YOU “talk the
talk and walk the walk”.
Leaders must maintain a focus on the positive. Positive behavior limits
teammate put downs and negativity caused by focusing on mistakes
rather than accomplishments.

5. Condition: Team commitment.2
A team full of committed members helps to reduce anti-citizenship
behavior.
When commitment reduces, dysfunctional behavior increases.
Consistent commitment significantly reduces unwanted team member
behavior.

6. Condition: Organizational support.3
When team members see a lack of support, anti-citizenship behavior
increases.
When leaders communicate good support, it keeps the tone positive.

7. Condition: Team size.4
The further away a team member feels from decision makers, the
greater likelihood anti-citizenship behavior will be present.
On large teams, break it down into pods or subgroups.
Reducing team size closes the gap between team members and
leaders who listen and help.

8. Type: Defiance5
Defiance is best defined as consistent resistance to authority, not
listening to instruction, and an overall attitude of insubordination.

9. Type: Complaining6
Complaining occurs when team members disagree with suggested
actions or goals.
Complainers don’t want to be told what to do and spend most of their
energy grumbling to whomever will listen.

10. Type: Avoidance7
Avoidance is the extent to which team members escape from their
jobs.
Avoiders not only avoid or refuse to do their job, but escape from
specific tasks as well.
While avoidance can be interpreted many ways and has multiple
causes, when team members skirt responsibilities to avoid doing their
jobs, there is trouble on the horizon.