Most of us have worked or are working for an organization, which, we believe, may be dysfunctional.
We may believe that the organization is not performing as it should and hence there are changes the organization should make, to cater to the needs, want, expectations of employees, management or maybe the organization as a whole.
There is a myth that drives many change initiatives into the ground: that the organization needs to change because it is broken. The reality is that any social system is the way it is, because the people in that system want it that way.
There is no such a thing as a dysfunctional system, because every organization is perfectly aligned to achieve the results it currently gets.
When you realize that what you see as a dysfunctional works for others in the system, you begin focusing on how to mobilize and sustain people through the period of risk that often comes with change, rather than trying to convince them of the rightness of your cause.
There a no of organizations that are open to suggestions and have placed suggestion boxes on campus, while there are organization where no one who tries to name or address the dysfunction in an organization will be popular.
Are you able to recollect an instance where you led a team or were lead during a difficult period?