Patterns That Sustain Barriers to Learning & Performance

Some of you have asked me to say more about the patterns that sustain barriers to learning and performance in the workplace. Here is a brief explanation of one that I see quite often in teams. The platform of this blog does not enable me to include the image, but picture a cycle for the following six stages to get a feel for this pattern:

One Strong Leader -

1) In a void, one outspoken, strong person steps up to lead the team;
2) Others fall back and are less engaged as a result;
3) As new challenges arise, the pattern re-enforces a “if nobody else will step up, I have to just go it alone” attitude and the leader is even more disproportionally engaged;
4) As time goes on, the lack of invitations for more engagement from the leader further alienates team members results in hurt feelings;
5) This lack of collaboration and open communication over time prevents issues from being discussed; and finally
6) The growing resentment re-enforces and sustains the existing pattern of one strong leader.

In this situations, it is critical for the strong leader to maintain a broader awareness of the team dynamic. Despite their good intentions, strong leaders must recognize that going it alone is seldom - if ever - a good option. He or she must work hard to engage others, especially those that may not be as outspoken. As far as the team members, it is not reasonable to withdraw and complain. That makes them complicit in the team dysfunction. Everyone must work hard to express their concerns, then step up to the plate to take responsibility for rectifying their part of the problem.