Acceptance is a critical factor in getting low performers to feel secure in a group assembly. Underachievers are more likely to acknowledge the views of others if they are first accepted “as is” and not pressured to agree as a condition of belonging. Bridging the gap between attitudinal and behavioral differences requires a purposeful search […]

The primary obstacles keeping people from coming to a common understanding are most often the variances that exist between their attitudes and their behaviors. For example, high performers willingly share their viewpoints and eagerly discuss ideas with others. Not so for underachievers, who are suspicious of open deliberations. They either keep quiet or don’t respond […]

Research shows that the primary reason CEO’s fail is not from a lack of skills or abilities, but rather from not being aware of information that could negatively impact their organization. Those at the top need to hear the voice of truth from those closest to the problem and are thus in the best position […]

As people are drawn together, their beliefs, values, and practices are bound to create differing opinions and attitudes. Keeping silent about these differences as though they don’t exist — adding them to the list of undiscussable issues — erects artificial barriers, stifles fruitful dialogue, fosters rejection, drives people apart, and most detrimental of all it […]

A group of community-minded physicians merged their practices to form an outpatient center for the purpose of providing exceptional care at reasonable costs. A very capable administrator and a topflight human resource manager were brought onboard to launch the start-up and oversee daily operations. They constructed a unique building with interconnected medical suites that could […]

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 […]

The following list describes behavioral traits that are commonly observed in a dysfunctional setting. Are any of the behaviors on this list present in your life? If so, check them off and use the results to assess the situation you’re dealing with and make plans to change it if you can. __ 1. Communication is […]

The purpose an organization is to create a place for individuals to achieve collectively what they cannot do alone. If that purpose is rejected by those who prefer to cooperate only with those who hold the same beliefs, speak the same language, and have the same skin color then dysfunction is bound to gain traction. […]

What you don’t know can, and ultimately does, hurt you and potentially others. Instead of keeping negative information hidden, what you want others to do is tell it like it is or at least let you know when they believe something is wrong. Communicating honestly, even when it raises tempers and/or hurts feelings, will ultimately […]

Communicating negative information or offering criticism to people of equal status is difficult but doable. They don’t have to listen to you and even if they do, they don’t have to agree with you or act upon what you say. Your chances of getting them to accept your point of view will greatly increase if […]