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There is something  valuable to be gained from "negative" or dissenting voices sometimes...when these behaviors arise, perhaps we can look for ways to address them positively and/or use them as a springboard for conversations about what we can improve or change.

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Leaders have a challenge to retain institutional knowledge when long-serving professors leave. Mentoring is a good option!

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I.e. individual support, whole group, smaller groups

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The organizational structure is a bit scattered where sometimes departments have chairs and staff that are from radically different disciplines. These individuals are often less dedicated or knowledgeable to a particular area of study, so naturally there is often issues with getting things done or understanding the needs of the staff and students within the discipline. Leaders who are multidisciplinary should be more embedded into the areas of study and understand the smaller subteams. Each field of study should have a dedicated leader. Otherwise areas of the department can lack leadership and operate in a siloed manner from the others.

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We have a series of values and a stated identity of a school, but we largely operate within departments, each of which can operate with a somewhat different perspective. Something a leader could do to address that situation is to foster more interdisciplinary collaboration to prevent us from being so siloed.

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It's interesting because we're so siloed- different departments within the same colleges even can have very different cultures.

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Leaders need to challenge the cultural norms engrained in seasoned members. 

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Leaders need to challenge the cultural norms engrained in seasoned members. 

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Many people resist change and see new leadership and change efforts as a passing phase

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Trial and error

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Be Consistent and Hold Everyone Accountable. 

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Be Consistent and Hold Everyone Accountable. 

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To avoid the emergence of negative behavior, it can be useful to provide people with an outlet for their frustrations (please feel free to send me an email or to stop by and talk). When negative behavior emerges, it can be helpful to listen ("Shut up and listen" as this week's video put it).

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Listening to people and an outlet of discussion

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Listening to people and an outlet of discussion

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Conflict is likely to diffuse and less likely to emerge if all members of an organization or team have some sort of medium for collaboration and discussion where their concerns can also be spoken to. All people are listened to by the leaders.

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Eliminate fear
Create a norm where members approach the leader

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Click the + at the bottom right hand corner to add a response :) Feel free to comment on one another as well!

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Describe the culture of your job. What factors influence it, what are its characteristics (norms, values, myths, etc.). If you were a leader, what could you do to make this culture more productive and pleasant?

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Describe the culture of your job. What factors influence it, what are its characteristics (norms, values, myths, etc.). If you were a leader, what could you do to make this culture more productive and pleasant?

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What are some things leaders can do to discourage the emergence of negative and counterproductive behaviors and structures, or to deal with them if they do emerge?

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What are some things leaders can do to discourage the emergence of negative and counterproductive behaviors and structures, or to deal with them if they do emerge?