Workplace Anti-Patterns

Anti-patterns are common counter-effective behavioral responses to classes of problems or situations. Some anti-patterns are specific to individuals, some to groups, and some appear for both individuals and groups. Generally, anti-patterns differ from behavioral dysfunctions, which are also counter-effective, but which are usually associated with intellectual disabilities or psychological disorders.

The Peter Principle is an example of a group anti-pattern. It is the tendency for people in organizations to be promoted to the level of their incompetence. That is, organizations tend to advance the careers of individuals until they reach a level at which their performance is substandard, which leads to populating staff ranks with people who can't do their jobs. Another anti-pattern is the Identified Patient, who is the person identified by the group — usually incorrectly — as being the cause of its problems.

For any anti-pattern, five attributes are of interest.

Indicators

An anti-pattern's indicators signal its presence. For the Peter Principle, one indicator might be incompetence in managerial ranks.

Causes

Any anti-pattern can have multiple causes. For the Peter Principle, one cause is that organizations tend to promote individuals based on their demonstrated performance in their current role, rather than an assessment of their fitness for the intended role. If at some level of advancement, their performance becomes substandard, advancement usually halts.

Stabilizers

What mechanisms create anti-patterns can differ from what sustains them. Sustaining factors Helping the organization root out
a specific anti-pattern is an
admirable goal, if your organizational
responsibilities include such activityinclude mechanisms that help it to survive or repeat despite its obvious counter-effectiveness. For the Peter Principle, in family businesses, for example, resistance to discharging incompetent employees can arise from a desire to maintain the livelihood of the incompetent family member. In government, political party loyalty can be a resistance-generating factor. In business, reluctance to discharge can occur when the consequences of the incompetence are subtle enough, or when they can be concealed.

Defenses and workarounds

It's helpful to know how to defend yourself against anti-patterns that represent threats to safety, relationships, emotional health, or career. For example, if you're the identified patient, begin by understanding that you aren't the cause of the group's troubles, and that you don't have to accept the designation. Then you can begin to search for the actual cause — or the actual causes — of the group's problems. And it's also helpful to know how to avoid an anti-pattern, or how to evade it.

Interventions

Helping the organization root out a specific anti-pattern is an admirable goal, if your organizational responsibilities include such activity. Determine first whether the needed actions are within your charter. If the issue is yours to address, what you do depends on the nature of the problem. Otherwise, you must choose whether to accept the situation as is, or bring it to the attention of someone who is empowered to act on it, or move on. It's a difficult choice.

In future issues we'll explore anti-patterns with this framework. In the queue already are Warlords; Ready, Fire, Aim; Utility Pole; Financial Nearsightedness; Refrigerator Territoriality; and Performance Review Revenge. Let me know if there's something special you'd like me to address.  Top    Next Issue

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For more about the Peter Principle, check out Laurence J. Peter and Raymond Hull, The Peter Principle: Why Things Always Go Wrong, New York: William Morrow and Company, 1969. We should note that the Peter Principle was first enunciated in the 1960s, when involuntary terminations were much less common than they are today. So although examples of the Peter Principle were more common 50 or 60 years ago, they are still in evidence. Order from Amazon.com

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