Medical research indicates mixed messages heighten anxiety and confusion in patients. In addition to the patient, the family or support system should also be treated. Systems and teams are no different. Confusion is normal during change. If a leader injects conflicting messages, the systems becomes trapped and preempted from transformation.
Acknowledging the shadow has the potential to reinvigorate a person, group, or culture when the leadership has the courage to embrace it.
Taking time to learn about the organization's history and culture lays the foundation for organization change.
An organization can change its vision, its structure, its work processes, even its leadership, yet if it’s culture doesn’t change, no lasting change will occur.
The absence of conflict is not a measure of team or organization effectiveness. Conflict is a necessary by-product of bringing any group of bright, committed, independent, creative thinkers together to solve a problem or achieve a goal.
