Rather than resolve, protecting the team increases org dysfunction.
While we can’t resolve org issues on our own, we still play an important role.
Rather than cope or protect the team, it’s our job to create visibility and raise awareness so the right people can hear it and pick it up.
Navigating org issues as a Director / Head Of can be tough.
We’re responsible for an area and see the problems on the ground but aren’t always the decision maker.
It’s frustrating to see org issues but not be able to resolve it ourselves. We feel like we have to just cope or protect the team.
A nice collection of libraries here katyhessel.substack.com/p/some-of-eu... for anyone else who likes to plan their holidays to see certain places!
Unproductive conflict slows us down, distracts from our focus, causes chaos and lowers morale — taking us further away from our goals.
Pay attention to these signs. Never let them fester. Address them as soon as they appear.
Signs of unproductive conflict:
- Avoidance
- Passive aggressive behavior
- Dismissive comments or eyerolls
- Frequent disagreement
- Disagreements that go round and round
- Conversations that need a third party to arbitrate
Unproductive conflict harms your culture & hurts the team.
Conflict at work is normal, even good.
The key is keeping conflict productive.
What does unproductive conflict look like? Sometimes it looks shouting or raised voices. More often signs of conflict are subtle. Signs ⬇️
I'm not really interested in the management vs leadership conversation. It's a well-worn topic and it leaves out leaders who don't manage others. A much better distinction is that of functional vs organizational leadership. Here's the distinction as I see it. rebrand.ly/d4ajn2n
Thank you, you too! 👋
So when I use the word leader, the context is org leadership. I’m not talking about political leadership, those who lead without conferred titles or generic leadership. Those are all valid, just not my area of focus. 
While there are many types of leadership I focus on org leadership. This work involves navigating complexity, uncertainty and ambiguity at the org level, not just in a functional area. Here’s more about the difference between org and functional leadership. rebrand.ly/d4ajn2n
Hi new friends! I’m a former COO now an advisor, writer, and facilitator who works with startups and leadership teams. My work sits at the intersection of org strategy, biz strategy, and leadership development. I share my thoughts on startups, change and org leadership. I look forward to connecting!
Binging on thrillers where animals are the predators. So far I’ve watched Lake Placid. Jaws and Tremors are up next.
What else should I add to my list?
I’ve found two conditions critical to my ability to create:
- a balance between output and input
- regular periods of unstructured time
What about you?
I’ve found two conditions critical to my ability to create:
- a balance between output and input
- regular periods of unstructured time
What about you?
Us with the love of our lives.
Yeah it’s definitely a process!
One of the best things I’ve learned is how to take responsibility for a mistake or misstep without going into shame.
I have complicated feelings about AI.
Good morning.
My favorite thing before doing deep work is to read for an hour. Today’s book. 
And as a recipient of one if them, so am I. ☺️
You are not inferior to anyone. Good night. I love you. See you in the morning.
Thank you @ashleywillis.bsky.social for the invite! Delighted to be here and join so many of my friends. 🤩
