Despite the lack of attention paid to dysfunction in management literature, there have always been dysfunctional people in our organizations, at all levels— from the highest levels of senior management to the lowliest subordinate. Their individual level of dysfunction, combined with their level of power within the organization, determines the impact their behavior may have […]

One of the failings of the psychotherapy model is that it has always pointed out the harm that parents (authority figures) do. What is seldom dealt with is the impact that siblings (coworkers) can have on another sibling’s (coworker’s) self-image. The consequences of negative peer pressure can neutralize an organization’s effort and bring any well-intentioned […]

In a fast-paced, market-driven organization, planning tends to be a bothersome task. If a written plan does exist, it was probably pieced together at a recent management retreat and is gathering dust on a shelf alongside plans from previous years. One by one, each well-intentioned strategy died a quiet death, drowned in a sea of […]

Without The Upward Voice in place to clarify expectations and neutralize negativity an organization is opening the door to frequent communications calamities between the upper and lower levels. Just such a situation is illustrated by the following true story: Picture a small city run by a city manager who was under pressure to justify the […]

Research shows that the primary reason chief executives and senior administrators fail is not from a lack of skills or abilities, but rather from not being aware of information that could negatively impact their organization. People at the decision-making level need to hear the voice of truth from those closest to the problem who deal […]

As people are drawn together in the workplace, their beliefs, values, and practices are bound to create differing opinions and attitudes. Keeping silent about these differences as though they do not exist—adding them to the list of unresolved issues—erects artificial barriers, stifles fruitful dialogue, and drives well intentioned people apart. The longer the list, the […]

What you do not know can, and ultimately does, hurt you and potentially others, too. 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 something is amiss. Communicating honestly, even when it raises tempers, will ultimately pull people together […]

Doers understand that providing criticism to people of equal rank or status is difficult but often necessary especially when not having the information could have negative results. They do not have to listen to you and even if they do, they do not have to act upon what you say. Your chances of getting them […]

Doers prefer to tell the truth and expect others to be honest with them in return. More importantly, Doers expect coworkers to communicate bad news graciously and to offer criticism objectively. Timeliness is also a key factor. Waiting for the right moment, or putting it off until the recipient is in a good mood, just […]

Whenever contact is made, communication occurs. Every time you open your mouth, roll your eyes, purse your lips, nod your head, cross your arms, or clear your throat, someone is going to assign meaning to it. Hand gestures, voice tone, and body posture can send a signal that you like or dislike someone or are […]