Many of us have experienced that moment – that moment when the excitement of a new job or new role begins to wane and we feel less than enthusiastic about going to work every day – the engagement decline. When you get that “Ugh, I so don’t want to come to work today…” feeling, often the catalyst can occur for many different reasons.
IS Stock/Valueline/Thinkstock More than 25 years have passed since my one, and thankfully only, experience working for a bully. But I can still remember how the sound of his voice would send my stress levels through the roof.
If you approach your collaboration strategy with a “one-size-fits-all” mentality, your rollout is far more likely to fail. Within an organization, there exist all different types of users that each prefer to work in their own unique ways – some prefer to work in groups, others in silos, some on iPads, others on pen and paper.
Organizations are a lot like people. They have vital signs, like a pulse and blood pressure. And like people, the vital signs are symptoms, or lag indicators, rather than root causes. Diagnosing is the process of identifying symptoms and then tracing them back to underlying problems.
“People who engage in this process of turning around an organization have a profound impact on the lives of the people who work there,” says Patrick Lencioni, author of The Advantage: Why Organizational Health Trumps Everything Else in Business.
No organization’s culture is perfectly healthy. But there are some organizations where the culture is toxic — way beyond the “normal dysfunctional” level. These cultures tolerate or encourage behaviors that suck the life out of people.
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