Summary: When someone pits people against each other everyone loses. In any organization, the presence of a “Splitter” can wreak havoc, leading to a cascade of issues, including increased absenteeism, costly lawsuits, and low productivity. Understanding this destructive behavior is crucial for leaders who want to maintain a healthy workplace. Here we delve into the detrimental impact of the Splitter, providing insights into how to recognize and address this issue before it causes irreparable damage.
Dear Dr. Sylvia,
You talk about the different personality patterns that show up at work.
It’s a great list. I remember when I did your leadership program, I was uncomfortable, yet claimed my own pattern which is as an avoider.
CEO, inc. online program “Total Leadership Connections” helped me find the way OUT and transform being an avoider who needed to get the heck out of any conflict and become an initiator.
I eventually, with help, I could actually see my run-away from conflict behavior, hear my defensive comments, and feel the desire to take the responsibility to start difficult conversations rather than run from them.
However, this is not about me.
Unfortunately, there is a Splitter on my Executive Team who is causing havoc.
Our meetings are like being locked in a refrigerator, everyone is icy and cautious toward one another.
I need help for my staff before we all turn into frozen snowmen and women.
Signed,
Need a Breakthrough
The way OUT, to Observe, Understand, and Transform patterns is a major part of leadership development.
Dear Need a Breakthrough,
Glad you are able to see your own personal pattern from a more positive way. That is one of the most important aspects of personal growth in leadership training.
Here, at your request, I will focus on The Splitter.
This pattern seems to be taking over in so many organizations and communities. It is even hitting school age children and keeping college students in a “me” against “you” setting. Not productive and yes, we need to understand and transform “The Splitter.”
Let’s do a deep dive to considering this often disruptive behavior.
What is a Splitter?
A Splitter is an individual who thrives on creating divisions within teams. They play people against each other, and stir up conflict.
In fact, they often manipulate situations to their advantage, causing confusion, mistrust, and disharmony.
Unfortunately, The Splitter’s behavior is particularly insidious because it can be subtle, yet its effects are profound and far-reaching.
After causing anger and hurt feelings, The Splitter, sit back to watch the carnage they have created.
Here is what I observed in one organization with which I consulted:
Jane was a trusted executive who was always smiling and would start a personal
conversation with the CEO saying, “I have your back. Never worry, I will
let you know when there is trouble. You’re a great leader and if anyone speaks
badly, I will set them straight.
You know, like Jim, who thinks you take too much time making decisions. He is
always second guessing you.
The boss responded to Jane,” Humph, he is the most indecisive member of the
team. Thanks for the info, Jane.”
AND THEN, Jane went to Jim and said, “Our boss can’t depend on you to make right
choices.” Then an added caveat, “Don’t tell him I told you. I just want him to
respect you.”
She ADDED: “Remember Jim, I have your back.”
I will tell you how all was resolved after giving more information about The Splitter’s behavior.
The Impact of a Splitter on Your Organization
Increased Absenteeism: The toxic environment created by a Splitter can lead to stress and burnout among employees. As tensions rise, staff members may begin to take more sick days, or in extreme cases, leave the organization entirely. Absenteeism not only disrupts productivity but also places additional strain on other team members.
Risk of Lawsuits: Splitters often engage in behaviors that can lead to legal challenges. Their manipulative tactics can result in accusations of harassment, discrimination, or wrongful termination. Organizations that fail to address the presence of a Splitter may find themselves embroiled in costly and time-consuming lawsuits, damaging their reputation and financial standing.
Wasted Time and Low Productivity: The constant drama and conflict stirred up by a Splitter can consume significant organizational resources. Managers and HR professionals may spend countless hours mediating disputes, investigating complaints, and attempting to repair the damage caused. This diverts attention from more productive activities, ultimately harming the organization’s bottom line.
Recognizing the Signs of a Splitter
Early detection is key to mitigating the impact of a Splitter. Here are some red flags to watch out for:
Polarizing Behavior: The Splitter often creates “us vs. them” dynamics, pitting team members against each other. This develops toxic workplace behavior which is hard to change.
Manipulative Communication: They frequently twist words, spread rumors, or selectively share information to incite conflict.
Frequent Complaints: Splitters are often at the center of workplace complaints, either as the complainer or the subject of complaints.
Isolation Tactics: They may work to isolate certain team members, undermining their confidence and creating a sense of exclusion.
How to Address the Splitter Problem
- Implement Clear Policies: Ensure your organization has clear policies regarding workplace behavior and conflict resolution. Make it known that divisive behavior will not be tolerated.
- Provide Training: Equip managers and team members with the skills to recognize and address toxic behaviors. Conflict resolution training can be particularly effective in empowering employees to manage difficult situations. The Splitter personality in organizations is deadly and once seen in the light can be changed for the better.
- Take Decisive Action: When a Splitter’s behavior is identified, it’s crucial to take swift and decisive action. This may include mediation, counseling, or in severe cases, termination of employment.
- Promote a Positive Culture: Foster an organizational culture that values collaboration, transparency, and. mutual respect. A strong, positive culture is less susceptible to the divisive tactics of a Splitter.
Transform Splitters to Peacemakers
The end of the Jane Splitter story.
Once Jane found it safe enough to look beyond her need to be “in control” of other people and their behavior she was amazed at where the Splitter pattern started.
It was, as she told her coach, when she was constantly put in the line of fire to defend her divorced parents against each other.
She learned early that to please her mom, she had to make derogatory remarks about her dad. And sadly, this worked also in reverse.
In fact, she was able to stay in a privileged position in the family by continuing to create splitting in her family. It showed, she realized, that she was the one to be in a powerful position. Not healthy, yet powerful.
As those in her leadership team began to acknowledge their own ingrained, outdated patterns, she finally had enough courage to look at her own behavior that needed to change.
It did! Jane has given up the splitter pattern, to be a peacemaker. She now helps individuals who have not been able to create a harmonious work setting to “look inside” before they point fingers of blame and ridicule at others.
Pattern Awareness helps today’s leaders learn to break away from counter productive patterns
In conclusion, don’t let a Splitter jeopardize your organization’s success. Contact Creative Energy Options Inc. today to learn how we can help you identify and eliminate toxic behaviors, fostering a healthier, more productive workplace.
Have you encountered a Splitter in your workplace? If so, what is being done to help with workplace conflict resolution due to their behavior?
By addressing the Splitter problem head-on, you can protect your organization from the costly consequences of absenteeism, lawsuits, and wasted time and productivity, ensuring a more harmonious and effective work environment.
To your success,
Sylvia Lafair
PS. Check out the Total Leadership Connections online program that includes a workbook, discussion prompts, and coaching. Then, toxic workplace behavior and ineffective leadership patterns are more easily transformed.
PSS. Please remember to be cautious when someone says “I’ve got your back.” It could be to protect. Or it could be to stab!!!
