I encourage people to read this article and give it serious thought. Would this kind of thing work in an organization that is ripe for bullying? If one were to practice some of the advice offered in this article, would they be more or less likely to be targeted by bullies in the organization? I’m not saying “yay” or “nay” on this issue – yet. I’m curious how others would see this advice going in their own workplace cultures! Enjoy!
By Ron Ashkenas, Author, “Simply Effective: How to Cut Through Complexity in Your Organization and Get Things Done”
Cross-posted from Harvard Business Online
Do you avoid conflict? If you do, you’re not alone. Conflict avoidance is one of the most common characteristics of corporate cultures. At the same time it is one of the most pernicious and dangerous sources of unintentional complexity in organizational life.
The tendency to avoid conflict — albeit inconvenient — is very human. Most people want to be liked and unconsciously fear that arguments, disagreements, or negative messages will create tension with people they interact with on a day-to-day basis. Compounded with the environmental pressure to respect authority and the organizational stress on teamwork, this creates a great deal of anxiety around stirring up trouble.