Power dynamics
Groups dynamics
In many traditional workplaces, responsibility lays in the hands of managers and managers can be encouraged to cajole those they manage to increase productivity. We've already talked about servant leadership as an important counter to these traditional ways of doing things.
However, communities can naturally form power dynamics which undermine the system of trust necessary for an effective workplace.
Understanding the motivation
Societies generally give respect, deference, and a voice to those who work hard and accomplish great things. However, people are sometimes tempted to seek the fruits of hard work without the hardship required.
Types of power trips
There are several different power trips to understand and successfully counter.
The feedback power trip
When a person gives feedback on any subject, they may be tempted to gain attention rather than offering constructive insights for genuine improvement and collective success.
Understanding human nature reveals that feedback motivations can be multiple or shifting, sometimes starting good but souring or vice-versa.
Generally attributes of good feedback are that it:
- Does not assign malicious intent (unless provable). See Halons Razor.
- Offers well-thought-through solutions to problems.
- If offered on the appropriate platform.
- Is generally done with a good attitude.
Bad feedback often:
- Assigns malicious intent
- Is put in the most visible place even if that's not the most helpful forum
- Is unyielding and repetitive, as the goal is to gain attention
- Mentions issues without offering solutions
- Creates factions rather than a sense of joint accomplishment
- Embraces a "just cause" to assign emotional appeal rather than factual reform.
In a forum where you want to give everyone a voice, it's important to value feedback, whether good or bad, as even bad feedback can have nuggets of useful reform material.
World Lab participants understand the ego-dynamics of feedback and use traditions to elicit constructive feedback successfully and avoid ego-driven competition over ideas.
The overblown slight
When a person is censured because of their behavior, it's easy to internalize as a potential "just cause" rather than accept the censure.
Just-minded individuals:
- Have the humility to understand that justice isn't always perfect
- Don't waste their time but move on when systems are unfixable.
Ego-focused individuals:
- Stir up discontent when censured
- Feel entitled to community access
- Address issues with those not related to them to seek attention.
The gatekeeper
The temptation to push down on those who ask questions that are seemingly repetitive can come from a place of trying to teach self-reliance but can seriously damage the Psychological Safety necessary to create flourishing teams.
Conclusion
It can be sometimes hard to tell the difference between honest contributors and those who have other motivation but here is the matter of critical importance:
- Actively create a culture of openness
- Speak up when the culture is violated
- Talk to your team leader
- Submit a report to #anonymous-reports in Discord
- Keep in mind that reporting early is better than adjusting to the situation.