Shifting an (unfair) reputation

This is how the conversation starts: “Sandra is a smart, client focussed individual that really gets results but she is not a team player” Full stop.

The reality is, ‘not a team player’ means there was one time where Sandra had a professional difference of opinion with one other person who took offense and there was some tension in the air. Professional disagreements are a common reality in a workplace, particularly a workplace that thrives on diversity.

When you stay in one organisation sufficiently long enough (in some cases a week!), you can get branded with an unfair reputation. New people start and hear about your reputation… “Sandra is a smart, client focussed individual that really gets results but she is not a team player”.

So, what’s the solution?

1. Change jobs – welcome to the millenials! This will not resolve the reputation issue, but can allow a fresh start.

2. Keep your head down and stay out of trouble, you could be waiting until your retirement party for people to forget it.

3. Own up to it, let management know you are working on it, then at the nextperformance discussion declare that it is no longer a problem and hope for the best.

4. Read up the Dummies guide to being a better team player, follow the instructions, repeat and hope your colleagues are well-tuned individuals that see quickly how incorrect the label was.

5. Challenge it every time, which will probably make you look needy and unable to accept feedback.

6. Time, time and more time.

In a world where people remember the one bad thing and forget the 10 good things, shifting an unfair reputation is really hard.

But in all seriousness, there is a way to reduce the severity and oddly enough it starts with you being positive.

Role model the behaviour you want

Promote the positives in other people. If you are continually finding the faults in others, start becoming the person that sees the best in others. When someone points out the negative in another person, find the positive to balance it. This has multiple benefits. It may be the catalyst to change the culture of the office (ie people start seeing the positive), it may allow others to see your brighter and more positive side.

Do not keep bringing up your negative flaw/s

Whilst it might be at the forefront of your mind, do not bring up the negative point. This can be hard, especially if you are working hard at shaking it. At the end of the day, it becomes a regular reminder to those around you of your reputation flaw. If you need to bring it up, use the right times, plan a more formal meeting, ask an executive coach.

Create a new reputation

Mask the negative by creating a new a better attribute that makes the flaw look and sound incorrect. If the new reputation is “Sandra speaks eloquently in meetings” it may cause doubt in the receiver’s mind if someone then reminds them about Sandra “not being a team player”. The newer more readily seen characteristic will always outweigh the unfair reputational flaw.

Address it head on

If Sandra has been identified as a non team player, then bend over backwards to become THE team player. Remember, this might be a little uncomfortable (especially if there is the tiniest hint of truth) and it might feel like you are trying too hard. People will still see the attempt; just make sure it is genuine and sustained. I often suggest that those with a negative team player image take on a social activity in the office. Address the issue straight on in a positive affirmation, rather than being down in the dumps and lamenting the unfair reputation to anyone who will listen. You cannot change the past (no matter all the examples of Sandra being a real team player) so create new memories.

Set yourself a strategy to achieve the goal of shifting the reputation. If you get to the timeframe you set aside and the issue is unfairly still sticking, be prepared to move on.