October 13, 2005
Fujishin's Dysfunctional Roles
I think that there are 2 of Fujishin's dysfunctional roles that I may worry about in team situations. They are contradictory roles, but in different circumstances, I think that they may rear their ugly heads. The first is the pleaser, and this might happen with me in my first meeting or two with a group. I tend to listen to others and try and get a feel for them before I begin actively participating. If I am asked directly, I will probably state my honest opinion if I have formed one yet. Otherwise, I would tend to listen to the group and quietly take in their comments. However, if I am vehemently opposed to their views, I would likely speak up. The key to me avoiding this is to try and speak up early and not fall into the trap of feeling uncomfortable about stating an opposing view. It is easier for me to say what I feel if I don't have the pre-supposition that everyone else is on a different page.
After the initial "feeling out" process, a big change might occur as I gain confidence or see a need to take over leadership of the group. This may lead to me playing the role of the controller. I have learned in life that we have to seize opportunities at times, grab the reins and guide the ship. This leadership could help guide the team, but if I get little feedback, then I may start "controlling" the situation. The solution to this would be to promote and encourage feedback from the team, which I would certainly have an open ear to. We could then make decisions as a team, and not have one person controlling the group. I tend to try and prevent this from happening when I see others getting into the "control" mode by offering comments and suggestions of my own, while encouraging others to speak up, too. Once again, this changes the dynamics of the group into a "team" again with all players on a level field.
Posted by at October 13, 2005 8:40 AM
Bob - Very interesting response. The the pleaser-controller dynamic can be difficult to balance. On a personal note, I find, as time goes by, I'm less apt to just offer my opinions before being directly asked in a team setting. I'm also more likely to wait until everyone else has stated their opinions before I find a contrary view. It gives me time to be convinced of the majority opinion before I offer it up to the group. I like to believe that I'm using my emotion intelligence, but, at times, it also puts me at risk for another dysfunctional role: the ghost.
As you know, there are no quick solutions. However, by using your active listening skills and determining a proper balance among the dysfunctional roles that you fear, you will begin to get a feel for what that balance is. I think it's fantastic that you "tend to try and prevent this from happening when [you] see others getting into the "control" mode by offering comments and suggestions of [your] own, while encouraging others to speak up, too." Excellent.
You are correct that we have to seize opportunities because we never know if it will come again. Knowing why and how to have confidence, we must practice it for us to seize opportunities easily when it comes. Oftentimes, the lack of confidence hinders us from grabbing opportunities.
Also, feedbacks can strengthen you in leading a team. It would help you know where you must improve. Knowing your strengths also can help boost your confidence.
I agree that leadership could help guide a team. But it is really important that the team work as one and not just the leader or the members. The members should have good communication skills to help them communicate effectively.
Effective communication is very essential for a team to work together and be successful. This will help them work effectively even if they're apart. That would make them more efficient and they can do multi tasking as well.
To be an effective leader, you should stay positive and motivated all the time. Don't think of negative things or don't be afraid with the outcome of your leadership. Just be positive and you will do things positively, too.
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