The dysfunctional checklist presented in the previous Blog is offered as a method of revealing the nature of the dysfunction that may be present within your sphere of influence.

Working with people in a dysfunctional setting is best done incrementally; one person at a time. Eventually those within your sphere of influence will understand that taking responsibility for their actions is not as difficult as they thought.

On those occasions when you don’t have time to explore the consequences of rejection, go ahead and assume responsibility for making the decision yourself. If your colleagues know you’re willing to confront rejection, they are more likely to follow your example in the future.

In a dysfunctional culture people don’t know what success looks like, so you may have to “picture it” for them. Make it clear that the current situation is unacceptable and that it must not continue. Help them understand why, and then get them to accept the need for things to improve.

Your biggest challenge is to produce results that are recognized. In a dysfunctional culture success is not an expectation; so, don’t rely on much support. If you do manage to make a difference, make sure everyone knows it was you who did it.

Three factors are key to maintaining a sense of personal worth in a dysfunctional culture:

1. There must be opportunities for you to make a noticeable difference.
2. There must be opportunities for you to grow personally and develop professionally.
3. There must be opportunities for you to do things that others cannot or will not do.

As long as all three factors are present, you may find satisfaction regardless of the constant risk of rejection. However, if these opportunities diminish in value or cease to inspire you and despite your best efforts you still feel rejected, it may be time to plan a graceful exit.