It is the best of times, it is the worst of times. 

Darrell is your above-average sales person/ administrative assistant/ program manager, (fill-in the blank here.)  He shows up on time;  he leaves on time.  His performance is... well... above-average.  With his clients, he is sensational.  With your team, he is a true downer.  You let it go - he fills a desk; he meets his quota; he feeds your bottom-line.

Yet, Darrell’s conversations are killing the collective spirit, purpose, and passion of your team members.  You are disappointed.  You approach Darrell.  He listens but he doesn’t change.  You turn the other cheek. 

You and your team members hear him moan about taking training, complain about the changes you want to bring to the company, and refuse to take on new processes that you are certain will raise the bar on how you earn and serve your clients.  People hear him and his complaints.  You hope that they aren’t listening.

Darrell lives in many of the organizations that I coach.  I am sure you know of a Darrell, or hopefully only knew of a Darrell.  You wish his gloom only affected Darrell.  You hope that his attitude blemishes only his performance.

Unfortunately, Darrell creates more than negativity.  Darrell is the most powerful leader on your team.

You say, "NO!, Darrell is NOT in a leadership position".  I say, "Guess again".  You may have never formally placed Darrell in a leadership position, however, Darrell is the MOOD leader on your team.  

You say that YOU are the leader.  You say that you are paid to manage and influence.  Wishful thinking.  Darrell is having more of an influence than you are. 

MOOD leaders are the hi-jackers of your company.  When we normally think of mood, we think of sad, happy, angry, or motivated.  Unfortunately, these are not MOOD; they are emotions.  The emotions on your team are the result of your MOOD leaders.  As I have seen in the work that I do, by controlling the MOOD of your team, Darrell dictates the possibility that actions will or will not be taken. 

MOOD is much more than emotion, MOOD dictates whether your team will or will not take action.

When Darrell speaks, emotes, complains, argues, or angers others, he creates the opportunity for action to occur, or not occur.  His MOOD declares that a result can be achieved, or that an action should not be attempted AT ALL. 

Take on some training?

Darrell says "It won’t make a difference."

Establish a new management focus?

Darrell says "It won’t help."

Unfortunately, the MOOD not only limits the core of actions and results he will take, his MOOD dictates whether actions of others on the team will or will not take place. 

What do you do with a Darrell?  Well, first, don’t fire him.  Darrell is a leader; he is an influencer.  He controls whether people will push harder, relax, or just give up.  The first thing you must do is to present him with the actions that result from his mood. 

In many cases, Darrell has no idea what his MOOD causes.  MOOD is often the air that Darrell breathes.  Many times he is ignorant of the results that derive from his MOOD.  He is usually unaware of the effects of his remarks, his attitude, or his influence.

The most powerful way to transform his action-killing MOOD into an action-producing MOOD is to bring the conversation of his actions and his results to the team. 

• Have the team share the observable actions. 
• Have the team share what actions the MOOD is causing them to take or not take. 
• Have the team share what they are really committed to achieving, and how Darrell’s influence can support them in achieving their goals.
• Finally, get Darrell to articulate his new actions to the team. 

Have him answer:

1. What will his new actions look like?
2. What will his new words sound like?
3. What feedback can he expect from the team?
4. What leadership role can he play in supporting the team?

Many of my clients have, or have had, a Darrell.  In most cases, Darrell has turned out to be a shining star.  Darrell’s MOOD shifted, and the corresponding actions of those around him shifted as well. 

Don’t let Darrell hi-jack your team.  Confront the MOOD and its automatic effect on your team’s actions as soon as possible.  Have your team commit to fierce conversations.  Have your team commit to actions that lead to their desired results. 

Through the gift of a group of people committed to explicit coordinated action, you will provoke all of the Darrells in the world to create high-performance teams that achieve extraordinary results.