From Dysfunction to Function

After posting Albert J. Bernstein's list of 15 Signs Your Workplace is Dysfunctional, I worried it might leave the impression that most workplaces are so screwed up it doesn't matter where you land -- the workplace is doomed to equal dysfunction.

That why I'm happy I came across a recent column by leadership consultant, coach and speaker John Baldoni. He's author of the book "Lead your Boss: The Subtle Art of Managing Up." In his article for the Washington Post blog on leadership, Baldoni offers his insight on The Upside of a Bad Boss and offered his perspective on the opportunities which may be presented inside the dysfunctional workplace:

"Fortunately most bad bosses are not bullies; they are merely incompetent, promoted into positions based on past performance where perhaps they did a good job. Now they are in roles where they are responsible for others, and so they are hopelessly lost and often they are very afraid.


"Such bosses need (and might even welcome) leadership from below, anything that will help them save their jobs which by rights they should not hold. Such bosses create opportunities for bright, energetic souls of good intention to exert their leadership. Before one can lead up, it is essential to be a capable performer. That is, you need to do your job and do it well. Such competence gives you the credibility you need to act."

Read all of Baldoni's article for his suggestions on "managing up from the middle."

Sometimes the example of one person can be the catalyst for change.You don't have to be the boss in order to show leadership and create an atmosphere for positive change. Or to show the path from dysfunction to function.

The Fun in Workplace Dysfunction

A friend passed along this column by Albert J. Bernstein PhD, author "Am I the Only Sane One Working Here? 101 Solutions for Surviving Office Insanity."

His list -- 15 Signs Your Workplace is Dysfunctional is so spot-on that many people will think he's been hiding in their office, taking notes.

That certainly seems to be the conclusion of the readers who chose to comment on the page.

Notice how the comments come from people in a variety of work environments and industries. Which may indicate we have more company in our misery than we realize.

I've listed a few of my favorite signs from Berstein's list:

Sign No. 1: Conspicuously posted vision or value statements are filled with vague but important-sounding words like "excellence" and "quality"

These words are seldom defined and the concepts they allude to are never measured

Sign No. 4: Double messages are delivered with a straight face

Quality and quantity are both job one. You can do it both cheaper and better, just don't ask how. If you're motivated enough you should know already.

Sign No. 13: You are expected to feel lucky to have a job and know you could lose it if you don't toe the line

Dysfunctional companies maintain control using the threat of punishment. Most will maintain that they also use positive rewards ... like your paycheck. A few people are actually fired, but most of those who go are driven to quit.

Sign No. 14: Rules are enforced based on who you are rather than what you do

In a dysfunctional company, there are clearly insiders and outsiders and everyone knows who belongs in each group. Accountability has different meanings depending on which group you're in.

My point in highlighting Bernstein's column is not to make people feel hopeless, but to recognize bad habits, patterns that can be changed. Change that can lead to a more functional, productive workplace.

There's more to fun than dysfunction.