Great businesses depend on people, ideas, communication, and vision to drive desirable outcomes. Furthermore, these factors must be combined by a leadership team that knows how to get the best from their teams. But what if this does not happen? It leads to dysfunctional management. Dysfunctional work culture will hinder your organizational growth. Additionally, such flaws often lead to personal stress and disengagement among employees. In this article at Association for Project Management, David Craik explains the signs of dysfunctional management that you must look out for.
Lack of Accountability
When an organization is dysfunctional, everyone shuns responsibility. Project managers may even claim they did not have the resources they needed to complete their work. When managers and team members do not take responsibility for their actions, business leaders will undoubtedly find it challenging to have an open conversation about the mistakes and ways to fix them. This lack of accountability is a clear warning sign of dysfunction.
Conflict is a natural and healthy aspect of any team environment. Team members may not always agree with one another. However, sometimes these differences can lead to tension. When team members avoid conflict by keeping their opinions to themselves, resentment builds up until it reaches a breaking point. This can be challenging for leaders to manage.
Industry experts believe that project mismanagement is about people because dysfunction is rarely the fault of the project document or the system. To overcome this challenge, leaders must engage the team and all the key stakeholders in risk workshops. Additionally, business leaders must also improve processes and technology. They must also ensure to establish a standardized reporting process for smooth project execution.
High-performing teams are comprised of individuals committed to a common purpose. However, in a dysfunctional team, one or two members often carry the bulk of the workload. To correct this, leaders must ensure that team members understand the organizational goals and have clarity regarding their roles and responsibilities.
To read the original article, click on https://www.apm.org.uk/blog/it-s-not-me-it-s-you-how-to-tell-when-you-are-in-a-dysfunctional-organisation/.
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