Comment by trod1234

10 months ago

There are easy and good answers, just none that every single one would agree with, and that is the problem.

The current management model is based on consensus in some parts, and a dictatorship in others. Its not clear which parts are which because of sprawl, and non-responsiveness.

This is a core communication people issue. The problems arise because in consensus models, people are expected to adopt archetypical roles based somewhat on preference, but mostly on the needs of the group, towards productivity.

If no one else is doing that type of role, someone will be forced into doing it, and will adopt characteristics of that role, regardless of their personal opinions about it.

When they get punished for fulfilling the role, you lose people.

> doesn't mean we should throw our hands up and consider things "unfixable" either.

The given structure is unfixable, because it sets the stage for a trauma loop where actions can't take place without people who are expected to fulfill a role to meet consensus, but in doing so they get punished for volunteering.

There is no way around this structure so long as you use a consensus model in whole or part, in dysfunctional groups the people involved either fail to communicate or worse there are members that impose coercive cost by assuming the unproductive roles so no action happens while resources are wasted.

This really is basic stuff covered in your college level intro to communications coursework.

For those wanting to know more about this, you can read more about the roles at the link below.