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It usually all starts with something having slipped off track badly. When objectives are visibly missed, leaders get activated to find solutions quickly; the old standbys are to ask the staff to work longer and harder and not make more mistakes. At this point the culture of the group starts to break apart with stress, blaming, work longer hours. Team members are less and less clear about how the situation will improve. People feel they are being dumped on and getting discouraged. More and more of the negative aspects of the culture take hold – people work more on their own, communications suffer, which in itself feeds a new level of dysfunction and errors, missed deadlines, etc.
We will discuss in times of crisis, leaders often fall into the same rut. How does one stay aware of what is going on, does not become of victim of circumstances and redirect the energy of the team to turn things around?
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