How to destroy successful teams

How to destroy successful teams-

1. 
   Criticism without praise I’ve known managers in my career whose entire management philosophy was to criticize everything and rarely if ever dole out praise.  I think you can imagine how well that went over with their team. Constructive criticism (keyword: constructive) is vital to helping employees grow, but generous and well timed praise is also important for maintaining enthusiasm and morale.
2. 
   Unreasonable expectations As a member of a team, nothing feels worse than the sinking feeling of knowing that you will never reach your targets, no matter how hard you work.  Goals that are a stretch and require a lot of the team are good, but goals that are way out of reach are depressing. It won’t make employees work harder; it will make them want to give up.
3. 
   Half-hearted work Having one or more member of the team who only puts in half an effort — showing up late, leaving early, checking email all day, etc. — has a decidedly negative impact on the whole team. It’s important that everyone is putting in a full, equal effort.
4. 
   Stubbornness When members of a team adopt a “my way or the highway” approach, no one benefits. When working in a team, everyone needs to be open to new ideas, new approaches, and experimentation — even, and perhaps especially, the leader. Just because you’ve always done it that way doesn’t mean that’s the best way to do it.
5. 
   Leading with emotions Instinct, emotions, and gut feelings all have their place, but bringing emotions too much into the team can have a deleterious effect. A team member who always feels spurned when his idea isn’t chosen, who sees slights (real and imagined) in every interaction, or who takes home the stress and anxiety about a project may be bringing too many emotions into the workplace.