Are You “Part of the Solution” or “Part of the Problem”?

Tags: Leadership Worth Sharing Blog

“At the start of my leadership engagements, I rarely, if ever, enter a company and work with large groups of employees. I always start in one specific area or with one specific leader. So initially, I am isolated from the rest of the organization. That said, I always hear about the value added individuals in other parts of the company long before I actually meet them…” —From the book: Many Parts, One Body Many Parts, One Body, pg. 54.

No matter what type of trade or work environment with which you are affiliated, conflict in the workplace—in one form or another—is inevitable. For example, it is not uncommon to see problems arise because of personality differences between peers, complications in business flow, or disagreements around decisions and direction. Sometimes it’s marked by a decline in an employee’s sentiment, for whatever reason, that can compromise your ability to effectively carry out job duties and expectations. In any case, the key is to make sure that you, yourself, are not perceived as the cause of the workplace problems.

What does being part of the problem really mean?

To be clear, that doesn’t necessarily make the majority right. At the end of the day however, who is right or wrong becomes a mute point. The important factor here is that once “majority rules,” you are either being perceived as being part of the solution or part of the problem, all depending on what your stance happens to be at the time.

The fact is, we always need to be cognizant of whether what we are doing is in alignment with team direction, our working relationships, and the organization’s larger vision and goals. Regardless of how much of an expert we are or how tenured we might be in the company, it only takes a millisecond to do something that instantly puts us on an organization’s naughty list.

To be clear, speaking your mind and standing up for what you believe in is important and should be done. You must be aware, however, of your boundaries and have a clear understanding of when to “let go” and when you can push back. Once the majority decision is made, it is critical to get on board if you are to be perceived as a team player.

How do I know if people might be viewing me as being part of the problem? Here are some signs at the…

The good news is all of the above scenarios are all reparable!
The prerequisite, however, is a willingness to do the work necessary to correct the perception.

If I am being perceived as part of the problem, how do I become part of the solution at the..?

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