Unspoken Expectations

We never talk about what our role is. There are no performance measures for the people or the organization. We have not talked about our expectations for each other. AND we have formed BIG and SOLID opinions about the ability of colleagues to meet the expectations no one else is aware of.

The Board has created a new vision for the organization. They have not communicated it. And they are wondering why staff have not delivered on it. They are feeling frustrated. People are on each others cases, blame-finding is alive and active but underneath the surface there is absolutely no clear foundation for a healthy relationship.

Time to call in the professional facilitator. In this scenario, the call would come in as team building.

This is a pretty typical. The behaviour is symptomatic of the systemic issue yet the focus is on the behaviour. The real change must come by paying attention to the 85% in the system that creates the dynamic. You have to see it to change it. And not everyone wants to take the time to go to the heart of the matter when the drama makes for great office stories.

Why? Good question. Naturally i have my opinion but what is yours?