Tammy Rogers
By Tammy Rogers, Founder and CEO
Years ago, I found myself on the spectator's bench of an organizational train wreck. Observing the slow and painful disintegration was disheartening, yet instructive. I discovered what "not" to do.
Understanding Organizational Pitfalls Through A Failed Engagement Survey
The disaster innocuously began with an engagement survey, a typical tool to gauge sentiments about culture, leadership, communications, and decision-making. After 500+ employees voiced their opinions, the results were compiled - first, an overall organizational view, then by divisions, and subsequently by managers.
RELATED: The Dark Side of Transparency: When to Open Up and When to Withhold Information
When the survey results were shared with the executive team, the CEO decided to keep the findings, and thus the employees' perspectives, confined to that room.
Rejection #1…
Mistaking Complacency for Progress
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Undeterred by the suppressed voices, the organization moved ahead. The board began their strategic planning process, focusing heavily on self-congratulation during the SWOT analysis. When a board member dared to shed light on rework and scrap numbers, he was rebuffed by a more seasoned colleague.
Rejection #2…
Ignoring Alarms and Continual Denial
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A production supervisor's flagged quality concerns were swept under the rug, his worries rerouted to the Quality Department while maintaining production became the overriding priority. His concern was so casually mentioned in the next senior leadership meeting, it barely made a mark in the meeting notes.
Rejection #3…
The Hidden Dangers of Denial
In his insightful book “Expand the Circle,” Matt Poepsel highlights how we erect artificial walls to downplay our perceived weaknesses. But denial, as Susan Jeffers succinctly puts in her book “Feel the Fear and Do it Anyway,” is deadly.
Bad news must not be rejected, but accepted.
In every organizational life, there are blunders, mishaps, mistakes, and staff demoralization. Instead of rejecting these difficulties and risking catastrophic failure, Poepsel advises us to “open ourselves to the lessons they hold.”
LEARN MORE: Matt Poepsel’s book, ‘Expand the Circle’
RELATED: Susan Jeffers’ book, ‘Feel the Fear… and Do It Anyway’
Say Yes Instead
Saying yes isn't an invitation to mistakes. Rather, it's a call to:
- Accept the difficulties inherent in organizational life
- Embrace challenges
- Act out of strength, not victimization
- Allocate resources to address adverse situations
- Seek the learning and grow from the experience
Tragically, the organization in this narrative never learned how to accept bad news and say yes. They continued to reject unwanted data, avoid difficult conversations, and dismiss impending issues. Their series of rejections culminated in a train wreck: a hostile buyout at a fire sale price. They were blindsided.
LEARN MORE: Why Avoiding Difficult Conversations is So Damaging to Your Team
Reflecting on Organizational Pain Points
This is an extreme corporate example. Still, I urge you to consider if your organization is shying away from its pain points. Are there leaders not embodying organizational values? Is your organization missing deadlines, ignoring strategic initiatives, wasting resources, or maintaining the status quo? Are people leaving - or worse, mentally checking out while physically present?
RELATED: 5 Business Pain Points Hurting Your Bottom Line
These seemingly subtle ways of rejecting bad news are perilous. If these patterns prevail in your organization without taking steps to say yes - you too might be left wondering why you didn't see it coming.
Additional Resources We Think You’ll Love:
Book: Chief Optimization Officer: Shattering the Status Quo
Blog: Making Mistakes vs Making Magic: Check Yourself!
Blog: Unleashing Your Potential: The Power of Coaching On and Off the Court
Ready to Face Your Organizational Challenges?
Our BecomeMore team is here to help. If you've recognized some of the patterns mentioned above in your own organization, it's time to address these challenges.
Scott and Tammy, with their extensive experience and deep understanding of organizational dynamics, are well-equipped to navigate your team through these tumultuous waters. They excel at turning around situations where denial is rampant and challenges have been swept under the rug.
Why choose the BecomeMore Group?
Because we believe in confronting and learning from difficulties, not ignoring them. Our objective is to transform your organization into a dynamic and resilient entity that not only 'says yes' to challenges but turns them into opportunities for growth and development.
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Let's work together to uncover the truths in your organization and pave the way for a more robust and agile future. Contact us today to begin your journey towards becoming more resilient, responsive, and, ultimately, successful.