… “Very interesting thoughts and study. Does this mean, in any way, that leaders and managers have to deeply examine employees’ childhood experiences, family patterns and history for effective development programs and building effective performance!”-Mouaz
Is your boss a bully who needs to feel important and boosts his ego by withholding important information from you? Or maybe you work with someone who is so fearful of argument or criticism that problems go unsolved because she won’t discuss them. And then there’s that guy down the hall who’s constantly annoying everybody with his dumb practical jokes and loud banter. As the recession sends stress levels into the stratosphere, does your colleagues’ weird behavior seem to be getting worse?
If so, you’re not imagining it, according to Sylvia Lafair, a Ph.D. in clinical psychology whose book Don’t Bring It to Work: Breaking the Family Patterns that Limit Success (Jossey-Bass) was released in March. Lafair’s research shows that, much as we like to believe that our behavior is entirely rational and governed by our conscious mind, our thoughts and actions are often driven by the roles we learned in our families as children. And under pressure, we tend to revert to old patterns. That fellow standing at the watercooler telling tasteless jokes at the top of his lungs, for instance, probably comes from a family saddened by some painful event (a serious chronic illness, an early death), where his job as a child was to try to cheer everyone else up. The teammate who will do almost anything to avoid confrontation or criticism most likely grew up hearing way too much of both.