Ethical Influence: II

A project manager — call him George — once asked me about guiding a team in making tough decisions. Senior management had informed George that they had rejected his team's recommendation, opting instead for an idea the team felt was unworkable. George couldn't convince the managers of their error, and they'd told him to "Make it so."

Fearing the team would go ballistic if he told them the news, and not wanting to command them, George told the team the issue was still open, and asked them to rethink it, hoping to nudge the discussion in the "right" direction.

He asked me what I thought. (What do you think?)

Although George's plan might "work," it's ethically questionable, because it deprives the team of important information. Unless they come to the "right" answer, they're headed for trouble. He's also concealing the difference between their perspective and management's. If the team knew about that difference, they might pursue some other course, such as approaching one or more managers privately to have a candid conversation.

And if George's ploy is ever uncovered, his relationships with the team members could be irreparably harmed.

George infringed the team's "freedom to see and hear what is here" — one of Virginia Satir's Five Freedoms, introduced last time. In my view, that infringement makes his action unethical. Here are the last three of Satir's Five Freedoms, with applications to influencing others.

The freedom to feel what one feels, instead of what one ought

When we try to control another's feelings, we're probably over the line. Shaming others for feeling what they feel — or for feeling at all — is a common way to violate this freedom. Phrases such as "Don't get all in a tizzy about this," or "Relax and hear me out," are indicators (perhaps) of these attempts.

Suppressing feelings doesn't eliminate them, but it does distort them, which limits our ability to use them constructively.

The freedom to ask for what one wants, instead of always waiting for permission

Constraining what Telling people, "Don't get
all in a tizzy about this,"
is one way to infringe
their freedom to feel
what they feelpeople can ask for is one way to infringe this freedom. People also try to constrain how others make requests, in what forum, to whom or how often. And we can find instances of retribution for having made requests.

Groups that constrain this freedom deny themselves legitimate ways of learning about resource deficits and other organizational problems.

The freedom to take risks in one's own behalf, instead of choosing to be only "secure" and not rocking the boat

Killing the messenger is one way to deter people from taking risks in their own behalf, but we can also do it by imposing a heavy burden of strictly enforced policies. Because problem-solving organizations thrive best when they form partnerships with their people, limiting personal risk-taking harms both the individual and the organization.

Sometimes we infringe the freedoms of others unintentionally, outside our awareness. Moving slowly leaves time to think. Pause. Check out what you're doing. If you're in a gray area, look first for another path.   First issue in this series   Top    Next Issue

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Forthcoming issues of Point Lookout

Coming April 23: On Planning in Plan-Hostile Environments: I

In most organizations, most of the time, the plans we make run into little obstacles. When that happens, we find workarounds. We adapt. We flex. We innovate. But there are times when whatever fix we try, in whatever way we replan, we just can't make it work. We're working in a plan-hostile environment. Available here and by RSS on April 23.

And on April 30: On Planning in Plan-Hostile Environments: II

When we finally execute plans, we encounter obstacles. So we find workarounds or adjust the plans. But there are times when nothing we try gets us back on track. When this happens for nearly every plan, we might be working in a plan-hostile environment. Available here and by RSS on April 30.

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