Read this article by Harvard Business review, seems a bit of an oxymoron but see if any of these fit.
https://hbr.org/2019/02/4-ways-lying-becomes-the-norm-at-a-company#
Hmmm.............
6 replies (most recent on top)
They should have this on the next LwD.
Wow...it's like they work here
From the article: "Everyone from the CEO to the front-line employees, everyone must have the chance to discuss, debate and embrace each strategic objective."
That can't happen in a top down, "leadership" knows best organization like AT&T. The top executives decide and everyone else has to pledge allegiance or shut up. When the top executives confuse the size of their paychecks with supreme, all-knowing competence this kind of nonsense happens. This is an inevitable result of the cult of the CEO that has grown ever more pernicious every year for the last 4 decades. AT&T is not alone. Look at Wells Fargo. It is a sad feature of a phony meritocracy measured in money.
A - “Our priorities change by the week. Nobody wants to admit we’re in trouble, so we’re grasping at straws. We don’t know who we are anymore, so we’re just making things up.”
Organizations in situations like this often double down on outdated strategies or reflexively reach for unrealistic strategic aspirations. They tout values and missions to rally confused employees.
T - “I don’t know why I work so hard. My boss doesn’t have a clue what I do. I fill out the appraisal forms at the end of the year, he signs them and sends them to HR. We pretend to have a discussion, and then we start over. It’s a rigged system.”
AND - When there is no effective process to gather decision makers into honest conversations about tough issues, truth is forced underground, leaving the organization to rely on rumors and gossip. Meetings are often seen as a waste of time because it’s often unclear why they’re taking place or who gets to make decisions.
T - Silos aren’t just annoying to work across; they’re an impediment to honesty.
A - “Our priorities change by the week. Nobody wants to admit we’re in trouble, so we’re grasping at straws. We don’t know who we are anymore, so we’re just making things up.”
Organizations in situations like this often double down on outdated strategies or reflexively reach for unrealistic strategic aspirations. They tout values and missions to rally confused employees.
T - “I don’t know why I work so hard. My boss doesn’t have a clue what I do. I fill out the appraisal forms at the end of the year, he signs them and sends them to HR. We pretend to have a discussion, and then we start over. It’s a rigged system.”
they’re an impediment to honesty.
Yikes. This is spot on. I can't think of a single manager in my org who trusts anymore.
I guess, it doesn't really matter to any of them since they're going to eventually outsource everyone's job.