Dysfunction of Neglect
Manage episode 323388156 series 3302280
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IN THIS EPISODE:
- [01:36] Episode introduction and overview
- [02:37] What is the Dysfunction of Neglect?
- [28:35] Our client story experiencing the Dysfunction of Neglect
- [30:07] Root causes we identified that contributed to the dysfunction
- [32:00] Our approach to helping the client overcome the dysfunction
- [37:18] Outcomes and successes for our client
- [39:00] Episode gem & practical takeaway
- [40:39] Episode wrap up
KEY TAKEAWAYS:
- The Dysfunction of Neglect is caused by leaders who fail to nurture the talents and abilities of their employees and fail to create cultures where employees thrive despite ongoing uncertainties for business. It takes so much more than espousing values like “people first”. Leaders must show their commitment to their values by demonstrating behaviors that build trust, create psychological safety and listening and responding to the needs of employees. It takes so much more than espousing values like “people first”. Leaders must show their commitment to their values by demonstrating behaviors that build trust, create psychological safety and listening and responding to the needs of employees.
- When employees are expected to focus on productivity and decisions to invest in employees are made when there is proof of their impact on the bottom line it contributes to the dysfunction of neglect. Investment in intangibles like training and development, employee engagement surveys, performance development planning are neglected because they don’t have a direct link to improving the bottom line. They also neglect implementing or updating performance management, communication, accountability, reward & recognition systems to name a few, leading to organization-wide neglect to provide the necessities that support a cohesive workplace.
- Under leaders that suffer from the Dysfunction of Neglect, employees are expected to focus on productivity, and decisions to invest in employees are made when there is proof of their impact on the bottom line. For intangibles like training and development, employee engagement surveys, performance development planning that doesn’t have a direct link to improving the bottom line, leaders refuse to entertain even having discussions about them.
- Leaders who neglect their own needs have a tendency to resist the idea that employees need investing in or attending to. A lack of emotional self-awareness and overall emotional intelligence lies at the heart of decisions made to not nurture the talent of their people and invest in their success. It also leads to a collective resistance to do anything about the symptoms of the dysfunction, blaming employees for being unhappy or leaving to work in an environment where they feel valued. To eliminate the dysfunction of Neglect, leaders need to build emotional intelligence, actually listen to the needs of employees, identifying red flags instead of discounting them as complaining; and learn different leadership approaches to keep employees engaged.
82 episodes