Last week, we broke down our characteristics as a person in order to find out what negotiation styles we match. Seeing that everyone had different point ranges between each style and different strong points made it interesting because it lets you see a side of someone's personality you usually don't care about. After stacking up all the points on my sheet, I ended up discovering that I had the lowest points for the "avoiding style". I'm not sure if it was supposed to happen, but this made me really happy. Maybe more satisfied than happy. I really thought this was highlighting my psychology on leadership and organizations.
To start off, if someone has a serious problem with a certain direction an organization is headed towards, it should not be kept a secret. I have met and seen many people who share the same opinion towards groups and organizations they are apart of. People tend to talk behind others' backs when they do not like what is going on. Often, it is the leaders and the heads of the group who are blamed for not keeping the organization a comfortable place to be in. It is usually them that has to take responsibility for every small flaw, even if it does not regard the whole group.
I believe that the well being of a group or an organization can only be kept by the cooperation of every single member. That means the active participation of every single member on the roster. I feel that even if it may result in conflicts, it is worth confronting the problem face to face. A leader would definitely want to know what specifically is not functioning in his team. I am not sure if this applies to everyone, but if I was to lead a team of people into a certain direction, I would like to know if someone feels uncomfortable. If one person admits, maybe another person will become more honest about their opinions as well. Every argument in an organization should be respected as long as every team member is willing to cooperate with one another. If every member of the group admit their opinions, it will make room for discussion. I believe that discussions with a clear cut goals are what really improves the quality of team work. Thus, I feel that less avoiding, and more face to face confrontation with a problem is key in looking at reality and fixing what needs to be fixed.
Yes, like those words of James Baldwin, "Nothing can be changed until it is faced." I think you are gaining the courage to do what you have to do.
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