While it’s true that liking your team mates is less important than communicating effectively, trusting their motives, and engaging in productive conflict, it’s still something worth striving for. Heck, you have to spend the majority of your waking hours with them—you might as well learn to like them.
Differences are inevitable when passionate people work together. Eventually, after a team gets through an initial orientation with a new task, members usually come to the realization that working together to accomplish a common goal is tough work.
In the proverbial nutshell: the Cynic takes a negative attitude toward action. Cynics remember everything that has gone wrong, every bad thing that has happened before in their lives and in the world, and they expect more of the same in the future. Cynics view events as "not OK" until proven otherwise. They do not hesitate to register their disapproval: So how do you deal with them?
I was asked at a workshop recently: “I’m concerned that I’m not getting the feedback that I need to grow and improve in my job as a supervisor. My executive manager is a nice person and seems happy with my work, but I rarely hear any specifics of what I could be doing better. A few times I’ve tried asking straight out for feedback, but he was just pretty vague and said everything was fine. How can I get real feedback out of him that I can use in my development?” -
When done in the right way and with the right intentions, feedback communication is the avenue to performance greatness. Employees have to know what they are doing well and not so well. For them to really hear your thoughts and suggestions on ways to improve, though, that feedback has to be delivered carefully and frequently.