We are battling the fires from an eruption of the shadow, resulting from repeated and ignored suppression. The flames will be quelled. When they are, we must not breathe a sigh of relief - it will be the beginning of the real work.
Medical research indicates mixed messages heighten anxiety and confusion in patients. In addition to the patient, the family or support system should also be treated. Systems and teams are no different. Confusion is normal during change. If a leader injects conflicting messages, the systems becomes trapped and preempted from transformation.
Acknowledging the shadow has the potential to reinvigorate a person, group, or culture when the leadership has the courage to embrace it.
Taking time to learn about the organization's history and culture lays the foundation for organization change.
Keeping a lid on shadow only gives it more energy and power. Two examples of organizational shadow and how they can harm the organization.
Shadow is a concept in individual psychological development. Discover why shadow must be part of the leadership field’s conversation for organizational development.
The absence of conflict is not a measure of team or organization effectiveness. Conflict is a necessary by-product of bringing any group of bright, committed, independent, creative thinkers together to solve a problem or achieve a goal.
