Operating in a dysfunctional work environment

Sometimes the greatest challenges lay not in the actions of competitors or the needs of customers come from within their company. New people to their positions through promotion, or as a new hire, are often stunned to the challenges that lie waiting for them as a slide on the seat behind their new desk. The cards were just ordered before elements of dysfunction begin to appear at their office door.

If any of the following sound familiar? The processes within their organization will take longer and cost more than they should. Most employees can not explain how that does not contribute in particular to what the company is trying to accomplish. Most of the meetings result in the decision to have more meetings, with very little actually getting acc-omplished. New initiatives are welcomed by employees in the belief that they will not succeed.

These are not just the ingredients of good Dilbert cartoons. Unfortunately, these situations exist in organ-izations throughout the country. They are symptoms of a dysfunctional society.

Survive the challenges of dysfunction is not an easy task. One false move can put you in the quicksand of beurocracy, the line of fire by competing factions, or perhaps even the unemployment line. But for those who learn to survive and thrive, the rewards are significant.

Not only have the satisfaction of knowing they have helped to eliminate some of the shortcomings, it is seen, and rightly so, as people who can get things done. People with this quality are a rarity, and the stars are always in demand.

You are faced to operate in a dysfunctional society? Not the scenarios identified above are a subset of what you face every day? In that case, consider using these tips as part of your survival guide.

# 1 Be part of the solution not part of the problem

Social scientists have done extensive studies on the behavioral patterns between the groups and found some interesting results that can be applied in the workplace. For example, in areas of the city with an empty sack, people were much more likely to throw litter on the ground if the game is already a bit of junk in it, that if the game was clean.

Through these findings and others like them, the researchers concluded that people imitate the behavior that seems to be socially acceptable, even if it is not their normal behavior. In other words, people imitate the actions of others. Said in the context of a society, people acting dysfunctional will influence others to act even dysfunctional.

Being part of the solution breaks the chain. Behave in a functional way, and not only create positive behavior for others to follow, but will not provide a dysfunctional example that others might emulate.

For example: At the end of the meetings to take the initiative to help the group identify the measures must be taken, who is responsible for them, and time for them to do. Be the first to volunteer to assume responsibility. After the meeting, send a list with the What, Who, and deadlines and review at the next meeting.

If this is your meeting, and participants are your direct reports, ensure that people are held accountable for completing their respective tasks. If it is your meeting, make sure you complete your tasks. Also in this case, individuals who actually get things done are stars. Being one of those people.

# 2 Share your ideas

Do not make the mistake of believing that what is painfully obvious to you is just as obvious to your peers, subordinates, boss, or other organization leaders. Each has a unique background and what is known for one person may be a revelation that changed his life for another. When you see examples of dysfunctional actions, share your ideas on how to improve the situation. Do not blame or criticize others. Instead, ask people what they are trying to accomplish and then offer your ideas, and why you think it will help.

Many smart people are too quick to make the assumption "Well, they should know" when dealing with colleagues or bosses. This is especially true when it comes to boss people who are more than one level above them.

The reality is that either people you know, and there are other factors that you are unaware, or do not know and your ideas might be just what they need. At a minimum it will be seen as a person with the initiative that has good ideas and is trying to improve society, and you may just be the person who saves the day.

For example: A common opportunities "idea" exists with the processes. What in your area seems to take an inordinate amount of time, needs to involve many different people, or is very expensive per transaction? If you have seen these processes done better somewhere else, or it can be drawn from his unique background to provide a simple solution, then take some time, write down your ideas, and make known.

# 3 Do not be afraid, Foolish, and bring solutions

If you have ideas to share, do so in a way that is fearless, not stupid, and if you have a suggestion for improving a dysfunctional problem, make sure to bring solutions. There's a fine line between having the courage to let others know what you believe and tell others that they should believe. Error on the side of the first alternative.

For example: Setting up a staff meeting to explain why he believes that the process of travel and expenses is costing the company too much money involved should do some research on what the process is, how long it is taking place, and why exists as it does. Once you know all the facts, identify some possible solutions. A meeting after having done all this, will look much different than standing up and telling your boss should be changed because the process is inefficient. The first is fear, the other is foolish and without coming up with possible suggestions, it is right to complain.

# 4 Be Optimistic

It is unlikely that the goal of life of those who founded the company or those who are running the company is creating a place where people spend 40 or more hours per week in a place that is dysfunctional. More likely is that over time dysfunction reared its head, and for some reason has grown and spread.

He could be the result of competing cultures after some pain buyout, growth as the organization has got bigger, or maybe just bad leadership. However he began, like a scene from an adventure film, where weeds and vines are overtaking a lost civilization, the dysfunction is trying to overcome this potentially high-performance company.

Be optimistic that you and your coworkers can reduce those vines of dysfunction.

For example: In the meetings where people discussing problems, resist the temptation to join those who are comfortable making assertions like "We just always been poor, or" The new plan will never work "or" We tried that three times already. ", Instead, provide support for what is being attempted, and the real reasons why it is likely that functions. If it is not able to work, then return to # s 1, 2 and 3.

Success begins with believing success is possible. Be optimistic that the dysfunctional state can be turned around and that people are trying to do.

The dysfunction can be challenging, exhausting, and difficult to deal with. It also represents an excellent opportunity for those able to accelerate and make a difference. Follow the four tips and be a people that can work in the middle of a dysfunction. So be ready for a promotion .......