Rather than resolve, protecting the team increases org dysfunction.

While we can’t resolve org issues on our own, we still play an important role.

Rather than cope or protect the team, it’s our job to create visibility and raise awareness so the right people can hear it and pick it up.

Unproductive conflict slows us down, distracts from our focus, causes chaos and lowers morale — taking us further away from our goals.

Pay attention to these signs. Never let them fester. Address them as soon as they appear.

Signs of unproductive conflict:
- Avoidance
- Passive aggressive behavior
- Dismissive comments or eyerolls
- Frequent disagreement
- Disagreements that go round and round
- Conversations that need a third party to arbitrate

Unproductive conflict harms your culture & hurts the team.

Thank you, you too! 👋

So when I use the word leader, the context is org leadership. I’m not talking about political leadership, those who lead without conferred titles or generic leadership. Those are all valid, just not my area of focus. 

While there are many types of leadership I focus on org leadership. This work involves navigating complexity, uncertainty and ambiguity at the org level, not just in a functional area. Here’s more about the difference between org and functional leadership. rebrand.ly/d4ajn2n

Us with the love of our lives.

Yeah it’s definitely a process!

And as a recipient of one if them, so am I. ☺️