Cultural challenges require adaptive leadership that focuses on building trust and safety within teams. Technical solutions alone, like software or restructuring, may not resolve underlying issues. In one case, a department head realized her team felt unsafe sharing the truth, leading to ineffective collaboration. Naming these challenges shifted the focus from fixing to leading, fostering an environment where honest communication could thrive. This approach emphasizes the importance of understanding the difference between technical and adaptive challenges, promoting more effective leadership practices and team dynamics.
When we don't name this distinction, we throw tools at things that need conversation. We mistake silence for agreement. We promote people who are great at fixing, but unpracticed at coaching team members and facilitating others' learning.
After some conversations with department members, I learned that her team didn't feel safe telling the truth. The ghosts of past conflicts and unspoken judgments had produced a climate where "smile and nod" was the only path forward.
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