Different Place, Same Struggles...

"Currently, for one enterprise that bathes in multiple intelligence, there are a dozen more that sit in a culture of conflicts and madness"
(Karl Albrecht, loosely translated by myself, and how well illustrated by the Dilbert Cartoon!)

I recently had a wonderful conversation with a great friend of mine whom I had not seen for a while. In chatting and catching up, this blog came up and he asked me for more details about the mechanics of Dynamic Governance. He then proceeded to share how his working environment is quite difficult to cope with. The dynamics between management and employees are unhealthy; distrust is running high; grudges abound, frustrations are multiple, and solutions are scarce. So, what is going on here? Is every single member of that unit dysfunctional? Or is this a case of a bad apple having rot the basket? What if we tried to look at it from an entirely different perspective?

Too often, managers move into managerial positions without having had proper training. They have not been taught management or leadership. They have not been prepared to deal with employees in a supervisory role. Essentially, they wing it based on what they think a good manager is and does. They try to consult with their employees at the same time as they try to keep them in line. Mistakes are made. Discomfort abounds. And the downward spiral takes hold of the unit and drags everyone down. Does it mean they are responsible for all the dynamics of the unit? I would claim not. Situations are much more powerful than anyone alone.

So, what is the solution then? Well, for my friend, I do not know what will happen. But I would be keen to try implementing DG as a decision-making model for that unit, just to see what would happen... I have my ideas about that...

Here at Yukon College, I have seen circles engage in discussions that had not happened for many years. Certain groups had not even met as a unit for countless months (and a few for years!). I saw circle members grab on to the new process and allow themselves the space to voice their concerns, ideas, and objections. I saw countless circle members enter their first circle meeting with a negative attitude towards this new process (and voicing that attitude in the opening round) only to leave that first meeting with a tingle in the eyes and a much more positive closing round comment.

So what is it that happens within the span of an hour that can bring people from a place of negativity to a realm of possibilities? I am still not sure as to what it is that awakens people during these meetings... but my strong opinion is that once people are given the space to be within their circle, and once people are openly included in their unit, they naturally blossom and flourish.

As Abraham Maslow so wisely put it, "When people appear to be something other than good and decent, it is only because they are reacting to stress, pain, or the deprivation of basic human needs such as security, love, and self-esteem".