We are all human beings but leaders are the ones that separate themselves from one another. Leaders are well respected and known for their courage, passion, vision, and humility. They do what they can to right the situation with the interests of people in mind. Their actions inspire and move people. In this article, author Scott Hollander dives into what makes a great leader and how they overcome organizational dysfunction.
A good leader is aligned with good moral principles and personal values. Their moral compass leads them to making decisions that will help build a trusting and trustworthy environment. Leaders reserve judgment until they have all the details to make an appropriate decision. After all, they are brought in to repair organizations in times of need. In order to correct workplace dysfunction, one must first be able to spot the stages of dysfunction and the behaviors that they trigger. Hollander says that dysfunction develops in four stages.
The Four Stages of Organizational Dysfunction
- Ambiguity is not questioned. Directives are vague. Managers give conflicting instructions.
- Inconsistencies are ignored. A rule is followed by some and broken by others, but nothing happens to violators. Attempts to enforce policy are periodic. When employees finally complain, they are told that the issue is being looked into. They are encouraged to mind their own business, but the situation continues.
- It becomes politically incorrect to openly talk about the ambiguity and inconsistency. People won’t risk getting into trouble by sharing real issues and telling the truth.
- No one will openly discuss serious problems, especially in management.
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