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Take steps to solve dilemma of team misfits - work groups - Professionally Speaking

Work teams are often created by involuntary conversion, when an organization chooses to redesign reporting relationships and tells a group to become "self-managing."
Successful involuntary conversion to self-managed teams hinges on several key actions:
* Evaluating group members' ability to function as a self-managed team before rushing to convert them.
* Establishing open communication with the employees involved.
* Training and educating team members to be successful.
* Being patient while the teams go through various development stages.

Despite training, some individuals never get comfortable with the skills needed in a team environment such as open communication, self-correction, conflict management and problem solving. One reason for this is the effect of traditional hiring and evaluation processes, in which the emphasis is still on individual performance and rewards.
An essential question must then be asked: What happens to employees who, despite the organization's best efforts at training, still do not seem to be functioning as part of the team?
HELPING DYSFUNCTIONAL TEAM MEMBERS
What can organizations and teams do when they find themselves with employees who cannot contribute to, or work effectively, as part of a self-managed team? First, those who assisted the team during its formation can, as outsiders, usually identify employees whose behavior does not meet the norms expected and needed by the group for high functioning.
If the outside facilitator and the other team members cannot resolve the problem after a reasonable amount of time, they need to seek assistance from the team manager and address the problem as soon as possible. Long-term difficulties such as declining motivation and infighting can result when teams are required to work with ineffective members.
Team...