Some of the worst forms of dysfunctional behavior in the workplace are related to otherwise positive behavior.
A desire for peace and courtesy is used to justify not surfacing dissent. As a result, corrections are not made and conflict does not disappear; it simply goes underground or is manifested in other ways.
Pushing for team cohesiveness can produce group think and the reminder that unquestioning agreement can be more dangerous than honest dispute.
A desire for peace and courtesy is used to justify not surfacing dissent. As a result, corrections are not made and conflict does not disappear; it simply goes underground or is manifested in other ways.
Pushing for team cohesiveness can produce group think and the reminder that unquestioning agreement can be more dangerous than honest dispute.
Favoring analysis and caution can lead to paralysis and timidity. Being decisive can be a short leap from being rash. Charismatic leadership can produce dependent, brain-dead, followers.
Why do so many forms of poor performance continue to exist in the workplace? Because people have convinced themselves that the performance is not poor, at least in comparison to other alternative. They sincerely believe they are managing in a positive fashion.
Why do so many forms of poor performance continue to exist in the workplace? Because people have convinced themselves that the performance is not poor, at least in comparison to other alternative. They sincerely believe they are managing in a positive fashion.
Readers of this blog will know this is one of my favorite rants and yet the reason why is I keep encountering bright and capable managers who see only the virtues in their behavior and none of the vices related to the virtues. Urging introspection is worthless. They've considered their behavior and find it to be the lesser of evils. Sure, it is the lesser. They've assembled a construct that makes it so. To adapt a line from Joan Didion, they tell themselves stories in order to manage. "If I ignore the poor employee's behavior, he is going to miraculously improve." "I'm not indecisive. I'm thorough." "If I confront the dragon, an even more ferocious dragon will appear."
At the heart of this is a lack of honesty and the first person deceived by such managers is themselves. They convince themselves with their fairy tales and then they seek to convince others. In their make-believe world, the good guys always win. The dragon is always slain.
Unfortunately, it doesn't turn out that way in reality.
2 comments:
And the number one human coping mechanism is ... (drum roll) Denial
OED: "refusal to acknowledge an unacceptable truth (or emotion) or to admit in into consciousness - used as a defence."
Otherwise known as running around with your fingers in your ears, singing, "I'm not listening, I'm not listening, I'm not listening!"
Many people would deal with their denial but they don't see it as a problem.
Post a Comment