| ||
| ||
|
Management Information | |
|
|
Is Your Company in Need of Family Therapy?
How Companies Are Like Families Like a family, a company is a group of people who have an ongoing relationship with one another. Companies have several things in common with families: 1. Families have distinct ways of communicating and degrees of togetherness. For example: ? Communication may be overt or covert. ? Relationships tend to be enmeshed (too close; overly involved) or disengaged (not at all close; uninvolved). ? Boundaries may be described as diffuse (extreme togetherness), rigid (extreme separateness), or clear (ideal and appropriate). 2. There are unwritten rules which family members or employees must follow in order to survive and thrive in the system. For example, in an organization, the rules might be: ? Never call the boss by her first name. ? Always be at your desk by 8:00 A.M. ? Never eat lunch with a person of lower status. ? Don't place any personal items on your desk or credenza. 3. Unresolved issues from the past have an effect on current functioning and communication patterns. For example: After an emotional event such as a major strike, employees need time to process their feelings. Family therapy following a disruptive event like this would heal such wounds much more quickly. Four Dynamics That We Bring to Work from Home We learn to relate to people first in our families of origin.We learn to trust, communicate, listen, cooperate, and share before we reach our tenth birthday. When we join a company, we bring those abilities with us. And every work team in every company becomes a place where family dynamics play themselves out, for better or worse.Every member of every work team brings the following kinds of dynamics from home: 1. A preference for independence and autonomy vs. dependence and controlFor example: Some people are most comfortable in a closely supervised work situation and prefer to have everything clearly spelled out. Others find such an atmosphere suffocating and seek an environment where they are left to their own devices. 2. The ability to recognize and respond to appropriate vs. inappropriate boundariesFor example: Some companies expect employees to demonstrate extreme loyalty and openness to those within the company. This atmosphere may feel comfortable to someone from a family with similar boundaries, but inappropriate to another person. 3. The ability to communicate with others effectively. This includes:? Stating opinions and expectations overtly vs. covertly ? Demonstrating listening skills ? Asking for clarification when needed ? Speaking assertively ? Showing respect for others Using effective communication skills requires strong self-esteem. This may be impossible for a person from a family where such communication was never modeled. A person who learned covert, aggressive, disrespectful communication patterns would not be successful in a work group where the preceding, effective behavior is expected. 4. Demonstrating the ability to trust othersWhen employees do not trust one another, team functioning is threatened. Empowerment and motivation are maximized when people trust each other. Signs of Dysfunction How can you tell if a work group (or a family) is not healthy? Here are some signs of dysfunction: 1. Attendance: Excessive absenteeism and high turnover correlate to family members responding to dysfunction by becoming emotionally distant and running away. 2. Sabotage: When employees feel unable to express their feelings and opinions, they sometimes resort to acting them out by violating rules, sabotaging the company, or by displaying other passive-aggressive behaviors. For example: In a large company, an employee recently shared a confidential, sensitive memo with a friend who worked for a competitor. The memo became front-page headlines. 3. Substance abuse: Employees feeling excessive stress at work may respond as they would in a family, by abusing substances at work or after hours. 4. Overachieving: Companies with very high expectations may create employees who routinely produce miracles. This may look admirable to an outsider, but it can produce burnout among the employees. This dynamic resembles the family that looks perfect from the outside, but is in fact severely dysfunctional. 5. Underachieving: Employees who feel unappreciated or abused may respond by producing substandard results at work, just as such family members do at home.For example: Most stores today have sales associates who act as if the customer is an interruption. These employees appear to have no interest in the success of the company. 6. Emotional or physical abuse: In some organizations, employees are routinely subjected to emotional or even physical abuse. These are obviously examples of severe dysfunction, just as they are when they occur in a family.For example: There have recently been several reports of physical and emotional abuse in the military. 7. Double bind: Some work teams have an atmosphere in which employees feel "damned if you do and damned if you don't." Strategies for Resolving Problems Following an assessment, the following family therapy interventions may help the employees of a dysfunctional company relate with one another in a healthier and more productive way. 1. Teach employees the following communication and problem-solving skills: ? How to define problems in a nonblaming way ? How to listen with empathy ? How to make requests assertively ? How to brainstorm solutions 2. Help employees identify themes and company (family) myths. Explore those that may be discussed and challenged, as well as those that may not. 3. Triangulation is the process where two people side against a third. Teach employees to manage conflict by teaching them how to avoid triangulation. 4. Where a work team shows signs of being disengaged, help employees build stronger relationships and communication patterns. Use team-building techniques to accomplish this. 5. Where the system is enmeshed, help the employees strengthen boundaries and increase autonomy. Team-building exercises can be helpful here, too. 6. Teach supervisors how to manage employees more effectively through regular supervisory skills training. Just as parents benefit from parenting skills training, supervisors need similar instruction. Supervisory training should address the following skills: ? How to demonstrate effective listening skills ? How to encourage open communication among team members ? How to empower team members by setting effective goals ? How to encourage creativity and initiative ? How to resolve conflict in a healthy and productive manner The goal of such interventions is to energize employees by teaching them new ways to relate to one another. Garrett Coan is a professional therapist,coach and psychotherapist. His two Northern New Jersey office locations are accessible to individuals who reside in Bergen County, Essex County, Passaic County, Rockland County, and Manhattan. He offers online and telephone coaching and counseling services for those who live at a distance. He can be accessed through http://www.creativecounselors.com or 201-303-4303.
MORE RESOURCES:
Google News |
|
|
|
RELATED ARTICLES
Take Your Firm to the Next Level So you did such a good job in 2003 at bringing in new clients to your firm that you're swamped with business, your firm is large and growing, and all parts of your marketing system are in place and running smoothly? Congratulations - you're off to a great start for 2004!If you can confidently answer "yes!" to the following metrics, then you're ready to take your practice to the next level (and if your answer is "no," get back to basics at http://www.turningpointemarketing. Compensation and Six Sigma Black Belts One of the more ambiguous elements of a Six Sigma project is the level and type of compensation the organization should give to its Six Sigma leaders and team members. On the one hand, setting compensation is not an integral part of any stage of a Six Sigma project; on the other hand, compensation is an important instrument to build loyalty and a sense of accomplishment that is a crucial element to the organization's Six Sigma success. Dont Sweat the Small Stuff with Your Credit Policy Do you know how many customers you have that are past due right now? How many bad checks are sitting on your desk that you don't know what to do with? How many dunning letters do you send out a month?How would you like to answer those questions with none, or very few? In a new book, "Become the Squeaky Wheel," Michelle Dunn, explains and outlines some easy procedures you can use to erase bad debt, and prevent it in the future."One thing that is often overlooked is how to prevent future credit issues," says Michelle Dunn. People Are Our Most Important Asset! How many times have you heard or uttered this phrase in the last 5 years or so. As a "reformed accountant" this phrase makes me cringe more than any other business euphemism being espoused today. Eight Key Steps to Building B2B Major Account Client Alliances Audiences who saw the fabled Broadway musical, Chorus Line, marveled at the intricate timing and seamless interaction of the dancers as they mastered the choreographer's precision steps after many false starts in rehearsal.At the final curtain, the stage is crowded with dancers whose images are multiplied by mirrors strategically placed about the stage. Customer Focus - Just 5 SimpleThings You Need to Think About You can boil down the difference between successful businesses and the rest in how they work with their customers, in just five areas.So, what does this mean?What They WantSelling what your customers really want is just critical. Tales from the Corporate Frontlines: Improving Workplace Safety This article relates to the Safety and Working Environment competency and explores how your employees feel with regard to their physical and environmental working conditions, the quality of their equipment and tools, and overall attention to safety within the workplace. Every organization is responsible for ensuring the health and safety of their employees. Effective Meetings - Quick Survey Here's an easy quiz to check the health of your meetings.1) Who leads your meetings? a) No one, b) Everyone, c) A facilitator2) What happens to the ideas in your meetings? a) If we had to think of ideas, it would be work, b) We make fun of them, c) A scribe writes them on a chart pad3) Are results obtained in your meetings? a) We eat all the donuts, b) And we drink all of the coffee, c) Yes!4) Do your meetings have an agenda? a) Is that some kind of cabinet?, b) I saw one once in an article, c) Yes!5) Who attends your meetings? a) We have bleachers to hold the spectators, b) The entire staff plus any homeless people in the neighborhood, c) Only those who can contribute6) How long are your meetings? a) I'll let you know when this one ends, b) All day, c) An hour or less7) During a meeting do you: a) Break a foam cup into bits, b) Prepare for the next meeting, c) Focus on the topic8) How soon after the meeting do you issue minutes? a) If you think I want to publicize how much time we wasted, you're nuts, b) Within a few months or so, c) As soon as possible, if not faster9) While someone is speaking, do you: a) Wonder about the strength of plastic foams, b) Plan a way to change the subject, c) Listen empathetically10) What structured activities do you use in your meetings? a) We sit on chairs, b) Everyone leaves at the same time, c) Process tools designed to gather information, make decisions, and manage participation. The Crisis of Modernity Since the beginning of the industrial era our world has been facing what some historians call an ongoing "crisis of modernity". As fast as we adjust to new circumstances, the circumstances change again, and, the rate of change seems to be multiplying exponentially. What are Your Best Practices? Best Practices StudiesThese studies can be defined as inquiries into the skills and methods of your high performers to recognize their achievements, document their methods and skills and then share this information with team members to improve overall performance. The responses generated from your study may hold the solutions to a variety of team challenges in the Call Center. Innovation Management - Diversity Can Make All The Difference Companies are welcoming a diverse range of employees (The Sunday Times, April 10 2005). Doh!It is incredible that this concept is getting coverage in 2005. Assessing Managers for International Competence How do you select staff for international assignments? It's an important question because, no matter how effective and successful your employees may be at home, they cannot be guaranteed the same performance in a different culture-unless, that is, they can demonstrate some key competencies. But beware, these may be quite different from the competencies they need to succeed in their own environment. Change Behaviors, Change Performance Every organization is looking for the holy grail of performance enhancement, that one thing that, if it were changed even slightly, would push the productivity of a company way beyond the current level.Over the years there have been many solutions offered to the performance conundrum, from process improvement and process re-engineering to rightsizing and quality initiatives. Help Your Employees Prepare for a Performance Appraisal PREPARING EMPLOYEES FOR THE PERFORMANCE APPRAISAL INTERVIEWS: Remind employees to give some thought to the purpose of performance appraisal: it is a means to learn from the past, plan for the future, and improve effectiveness and work satisfaction. The performance appraisal discussion is an opportunity to motivate, recognize, and reward your employee. Recruitment - Pick People Who Think Old style management doesn't encourage personal mindcontrol, employees aren't encouraged to think. That wascertainly the case when I started work back in the bad olddays however it's still prevalent in many businesses today. How to do SWOT Analysis for your Business SWOT analysis is needed for all business to understand how to improve their business.To have best SWOT Analysis we use below methodSWOT on Strengths that you can use for improving your business. Knowledge Management - Capturing And Structuring Knowledge Into Reusable Assets Many organizations have an approach for identifying and recording lessons learned, perhaps as part of a post-project review or similar process. Unfortunately, lessons learned reports have a tendency to end up on a shelf gathering dust, or lost in the un-chartered corner of a fileserver somewhere. IT Expenditure - Why Businesses Spend Huge Amounts on Ineffective IT Investments Another IT White Elephant!It seems that almost every day we read in the newspapers about another hideously over budget IT project that doesn't achieve its expected benefits. The ones we read about are usually major multi-million pound projects in the public sector, however this is only the tip of the iceberg. Planning For Growth Are you planning your business or are you planning your growth? If you are like many high-performing business people, you have an annual ritual to set your plans for the coming twelve months. Some people do it in December, others at weird, miscellaneous times of the year, but most -- me included -- tend to do it the beginning part of the New Year. Conflict at 36,000 ft This was supposed to be one of those sleepy flights that leaves late, crosses two time zones, and arrives at 11:00 p.m.
|
| home | site map |
| © 2006 |
