Dismantling Dysfunction

Dismantling Dysfunction

A podcast series for anyone who experiences dysfunction in organizations, leadership, or in relationships. Join organizational development and behavioral change experts Dr. Anne Dranitsaris and Heather Dranitsaris-Hilliard weekly as they introduce you to the most common dysfunctions in organizations and help you dismantle them by delving into the systemic causes behind them and telling you exactly what to do about it. Because of their more than 70 combined years of working with leaders and organizations, nationally and internationally, of all sizes and dysfunctions, there aren’t too many that they don’t have experience with. In these uncertain times, it’s no wonder most organizations suffer from a myriad of dysfunctions and people issues they have no idea how to deal with. Too often, leaders go for the quick fix, leaving the root causes of the dysfunction shooting up in another area just as the last symptom has been dealt with. This results in disengaged employees, loss of high performers, poor productivity, and an unhealthy bottom line. No matter the size of the organization, any dysfunction is systemic and requires a holistic approach to rooting out and dismantling its cause. Otherwise, you’ll stay with the whack-a-mole approach, dealing with pop up symptoms without changing anything. As experts in the neuropsychology of personality and leadership, Anne & Heather have co-authored and written almost 100 books, created the Striving Styles Personality System® and developed life-changing programs that help leaders and employees work to their potential. They add depth and breadth to their work because of their commitment to meeting the needs of their clients and passion for achieving potential – their clients and their own. Their clients often come to them when they have tried other consultants to help them deal with their dysfunctions. Too often consultants use a one-size fits all and tries to make the clients problem fit their packaged solution. With Anne & Heather, it’s the other way around. They look deeply into the psychology, structure, and functions of the client’s business, what they are trying to achieve, then they assess functionality and see what’s getting in the way of its potential. Once they identify the root cause of the dysfunction, they bring a variety of solutions - strategy facilitation, leadership development programs, performance management, reward & retention strategies, career progressions, and so much more to transition the client’s organization from dysfunction to functionality. If your organization’s fiscal health and human resources are suffering because of common organizational dysfunctions and you need help, this show is for you. If you’re dealing with the symptoms of one or more of these dysfunctions, such as disengaged employees, loss of high performers, poor productivity, lack of accountability or a failure to achieve organizational goals leading to an unhealthy bottom line, you’ll gain insight into why what you’ve been doing to date hasn’t worked and what to do about it. Heather and Anne bring organizational and leadership dysfunctions to life through client stories that illustrate how they delve into the organizations psychology and cultural norms to see how the lack of systems, fixed beliefs, and egos of the leaders contribute to it. Each episode in the series contains powerful information to help you dismantle the dysfunction in your organization, increasing productivity, improving employee engagement, and achieving your organizational outcomes. You’ll leave each show armed with a new tool for dismantling the dysfunction in your organization. To continue the conversation, please visit our website at https://www.dranitsaris-hilliard.com where you can sign up for our newsletter. And, if you’d like to learn more about Dismantling Dysfunction, visit our YouTube channel at http://www.youtube.com/c/dranitsarishilliard.

Episodes

September 20, 2022 20 min

In today’s workplaces, accountability has become part of a leader's role they increasingly avoid.  They avoid difficult conversations, let employees miss deadlines and waste precious time and resources, all to the detriment of the organization. Impulsiveness, entitlement and emotions which create more drama than results are no longer held in check by leaders who are supposed to be managing and developing performance. Everyone i...

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Today, leaders complain about employees not being accountable for getting things done. But is it really the employee or is it the issue that leaders don't hold themselves accountable for managing the performance of their direct reports? Our experience is that many leaders don't define tasks in a clear manner, leaving employees lost and confused about their expectations. And they fail to follow up to see how the employee is ...

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Increasingly, leaders today are complaining about employee entitlement and dysfunctional entitled behavior. They fail to realize how their leadership might contribute to this entitlement. Instead, they judge the behavior of their direct reports and make excuses for them instead of dealing with the actual issue.

 

A few generations of employees have been brought up to believe they'll be rewarded for just showing up. They get anx...

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August 16, 2022 33 min

Ever worked for an organization that had no cross-departmental communication or information sharing between departments? The notion that power struggles simply cannot exist between functional areas of an organization is absurd. The unfortunate truth is, it’s human nature for leaders to behave this way, and the longer this counterproductive structure exists in an organization, the harder it is to break it down.

When senior leaders p...

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August 2, 2022 36 min

Leaders today act as though it isn't their job to keep their complex organizations moving in alignment. All too often, leaders let employees do things ‘their way’ in hopes that this will motivate them or somehow enable them to work more efficiently. The result? Silent chaos in the workplace.

 

Clearly, there is a lack of understanding of the chaos that this type of leadership thinking creates. Since when are the ego needs of em...

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Do performance management discussions get in the way of the “real work”? (Sorry, it’s a trick question.) Leaders who agree with this idea are missing the point. They’re holding on to a mindset that keeps them from fully embracing the true responsibility of their roles: to lead people.

Leadership demands the use of foreign and uncomfortable relational competencies. And focusing on the “real work” keeps underdeveloped leaders feeling...

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Have you ever worked for a boss who reminded you of your mother or another overly nurturing family member? You know, the boss who always wants you to share what’s going on with you personally… The boss who gives unsolicited advice or tells you how to do something that you already know how to do… Leaders like this foster dependence on themselves by using feelings and empathy to lead - instead of expectations and feedback. These lead...

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Whether it’s because they’re simply “too busy” or just nowhere to be found, some leaders never seem to be around when you need them. And on the rare occasion that they can be pinned down, they’ll dip, duck, dodge, and dive all your questions, leaving you without an answer to your burning issue. It seems like they’re not only avoiding you, but avoiding their responsibility to make decisions as well…

Frustrating, right? This is the A...

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“The last time I gave my direct report a little corrective feedback it didn’t go so well… The next thing I knew, they were storming out the door in tears. I’m just going to stick to saying nothing at all and let employees figure things out on their own.”

So many leaders today are adopting the Permissive Leadership Persona because they don’t know how to set their employees up to receive corrective feedback, or how to address their e...

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Being bossy comes naturally to many people. Consequently, these people are promoted to senior leadership roles because they make things happen using the strength of their personalities. These "bossy” bosses can be very effective at using force and directive language to get things done. They climb the organizational ladder because they excel at delivering results despite their undeveloped people leadership skills. Because they a...

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“My boss is a jerk! She expects me to do all the work and takes all the credit for herself.” “Yeah? Well, my boss laughed at an idea I brought up in a team meeting. You can be sure that I won’t make the mistake of sharing my thoughts in front of everyone ever again.” These all-too-common situations are just the tip of the iceberg when it comes to dealing with a boss who operates from the Narcissistic Leadership Dysfunction.

Narciss...

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It goes without saying that being a leader demands a lot of responsibility. It’s a leader’s job to make decisions on vision, strategy, and how to achieve results. Leaders must also ensure resourcing, manage performance, and develop talent. Add to that, the authority that comes with a leadership role for leading people to achieve organizational results, holding people accountable to expectations, bestowing rewards, and delivering co...

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May 31, 2022 36 min

Change for the sake of continuous improvement and development should be something that everyone jumps on board with, right…? Especially when it’s in everyone’s best interest - people are going to love it! That might be true in theory, but in practice it’s a totally different story. Just ask anyone who has ever led a change process in an organization, and you’ll be met with a resounding “No way. That just doesn’t happen.”

So, time a...

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May 24, 2022 47 min

Most business leaders would agree that all aspects of their organization would benefit from strong leadership at all levels. So, why is there a trend of middle managers being selected based on their functional competence rather than on their ability to engage, nurture, and empower employees and teams? Senior leaders deceive themselves into believing that because they didn’t need development to be successful, next-gen leaders should...

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May 17, 2022 41 min
Leaders today spend a lot of time trying to figure out why they can’t get the level of engagement and performance from their employees that they require despite their best efforts. Their energy and time also go into trying to “fix” their employees, compensate for unsatisfactory performance, and “rescue” them when they are in emotional distress. So many organizations spend their money and other resources trying to deal with employee...

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May 10, 2022 43 min
Let’s face it, employee entitlement is on the rise. And while this attitude is most noted in people between the ages of 18 – 35, everyone can operate from their own sense of entitlement. The last couple of generations were indeed raised to believe that they should always win, be rewarded, and recognized without really having to do much for it. As a result, many members of these generational cohorts have never learned to delay grati...

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May 3, 2022 39 min

There is a type of organizational narcissism that exists because leaders in departments or functional areas are allowed to focus solely on themselves and their own agendas. They create silos as though they have a domain to rule over where employees work in the service of their leader and not the organization. Rather than having shared accountability, leaders and employees alike shout the battle cry of the silo, “It’s not my job!”, ...

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April 26, 2022 48 min

Cooperative, collaborative, and supportive leaders are the kind of bosses or managers that most employees say they wish for. These idealized leaders seem to know how to provide employees with the type of nurturing environment needed for them to grow and reach their potential. They spend time listening, empathizing, offering advice, and helping direct reports however they can. Don’t they sound wonderful?

But when we look at the shad...

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April 19, 2022 46 min
Why do leaders believe that giving employees the freedom to do things their own way is so important to employee retention and engagement? Curious, isn’t it? And we wonder why employee entitlement is on the rise… So, if it’s not helping anyone, why is this destructive belief so appealing to so many leaders? While it may be influenced by the trend in leadership to leave employees alone to figure things out for themselves, we found it...

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April 12, 2022 39 min
Have you noticed the trend in business to let employees off the hook when they fail to meet their commitments on time; refuse to do aspects of their jobs; or insist they do something “their way” despite your directions? As leaders, many of us are trying so hard to be what we believe employees expect us to be, that we allow all kinds of bad behavior and fail to notice when we are being taken advantage of or disrespected. We rational...

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