Archive of Point Lookout for 2023

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Coming January 1: The Storming Puzzle: II

For some task-oriented work groups, Tuckman's model of small group development doesn't seem to fit. Storming seems to be absent, or Storming never ends. To learn how this illusion forms, look closely at Satir's Change Model and at what we call a task-oriented work group. Available here and by RSS on January 1.

And on January 8: The Storming Puzzle: III

For some task-oriented work groups, Tuckman's model of small group development seems not to fit. Storming seems to be either absent or continuous. To learn how this illusion forms, look closely at the processes that can precipitate episodes of Storming in task-oriented work groups. Available here and by RSS on January 8.

This page has links to articles from 2023. For other years:

December 27, 2023

Contrary Indicators of Psychological Safety: III

When we first perform actions or play roles unfamiliar to us, we make mistakes. We learn new ways not only by reading or being told, but also by practicing. Unless we feel that making mistakes at first is acceptable, learning might never occur.

December 20, 2023

Contrary Indicators of Psychological Safety: II

When we begin using new tools or processes, we make mistakes. Practice is the cure, but practice can be scary if the grace period for early mistakes is too short. For teams adopting new methods, psychological safety is a fundamental component of success.

December 13, 2023

Contrary Indicators of Psychological Safety: I

To take the risks that learning and practicing new ways require, we all need a sense that trial-and-error approaches are safe. Organizations seeking to improve processes would do well to begin by assessing their level of psychological safety.

December 6, 2023

Off-Putting and Conversational Narcissism at Work: III

Having off-putting interactions is one of four themes of conversational narcissism. Here are six behavioral patterns that relate to off-putting interactions and how abusers use them to control conversations.

November 29, 2023

Off-Putting and Conversational Narcissism at Work: II

Having off-putting interactions is one of four themes of conversational narcissism. Here are five behavioral patterns that relate to off-putting interactions and how abusers employ them to distract conversation participants from the matter at hand.

November 22, 2023

Off-Putting and Conversational Narcissism at Work: I

Having off-putting interactions is one of four themes of conversational narcissism. Here are six behavioral patterns that relate to off-putting interactions and how abusers use them to control conversations.

November 15, 2023

Exhibitionism and Conversational Narcissism at Work: II

Exhibitionism is one of four themes of conversational narcissism. Here are six patterns of behavior that are exhibitionistic in the sense that they're intended not to advance the conversation, but rather to call the attention of others to the abuser.

November 8, 2023

Asymmetric Group Debate

Group debates at work can be difficult when the domains of expertise of participants don't overlap by much. Communicating is possible, though, if we believe in our shared goals and if we tackle the hard parts without an audience.

November 1, 2023

Exhibitionism and Conversational Narcissism at Work: I

Exhibitionism is one of four themes of conversational narcissism. Behavior considered exhibitionistic in this context is that which is intended to call the attention of others to the abuser. Here are six examples that emphasize exhibitionistic behavior.

October 25, 2023

Exploitation and Conversational Narcissism at Work: II

Exploitation of others is one of four themes of conversational narcissism. Knowing how to recognize the patterns of conversational narcissism is a fundamental skill needed for controlling it. Here are six examples that emphasize exploitation of others.

October 18, 2023

Exploitation and Conversational Narcissism at Work: I

Exploitation of others is one of four themes of conversational narcissism. Knowing how to recognize the patterns of conversational narcissism is a fundamental skill needed for controlling it. Here are five examples that emphasize exploitation of others.

October 11, 2023

Self-Importance and Conversational Narcissism at Work: II

Self-importance is one of four major themes of conversational narcissism. Knowing how to recognize the patterns of conversational narcissism is a fundamental skill needed for controlling it. Here are eight examples that emphasize self-importance.

October 4, 2023

Self-Importance and Conversational Narcissism at Work: I

Conversational narcissism is a set of behaviors that participants use to focus the exchange on their own self-interest rather than the shared objective. This post emphasizes the role of these behaviors in advancing the participant's sense of self-importance.

September 27, 2023

On Working Breaks in Meetings

When we convene a meeting to work a problem, we sometimes find that progress is stalled. Taking a break to allow a subgroup to work part of the problem can be key to finding simple, elegant solutions rapidly. Choosing the subgroup is only the first step.

September 20, 2023

Personal Boundaries at Work

We often speak of setting boundaries at work — limitations on what we can reasonably ask of each other. We speak of them, but we don't always honor them. They can be easier to remember and honor if we regard them as freedoms rather than boundaries.

September 13, 2023

Subject Lines for Intra-Team Messages

When teams communicate internally using messaging systems like email, poorly formed subject lines of messages can limit the effectiveness of the exchanges. Subject lines therefore provide a powerful means of increasing real-time productivity of the team.

September 6, 2023

The Risk Planning Fallacy

The planning fallacy is a cognitive bias that causes underestimates of cost, time required, and risks for projects. Analogously, I propose a risk planning fallacy that causes underestimates of probabilities and impacts of risk events.

August 30, 2023

Gaslighting Project Teams

To gaslight people is to convince them to reject their own observations and believe what you want them to believe. Gaslighting corrupts project management as surely as it destroys romantic relationships. Here are some early indicators of gaslighting.

August 23, 2023

Lessons Not Learned: II

The planning fallacy is a cognitive bias that causes us to underestimate the cost and effort involved in projects large and small. Efforts to limit its effects are more effective when they're guided by interactions with other cognitive biases.

August 16, 2023

Lessons Not Learned: I

The planning fallacy is a cognitive bias that causes us to underestimate the cost and effort involved in projects large and small. Mitigating its effects requires understanding how we go wrong when we plan projects by referencing our own past experience.

August 9, 2023

Recapping One-on-One Meetings

Some short one-on-one meetings produce important decisions without third-party witnesses. Instead of relying on fickle memory to capture these results, send a recap by email immediately afterwards. Recaps improve decisions and make them more durable.

August 2, 2023

The Six Dimensions of Online Disinhibition: II

The online disinhibition effect appears in computer-mediated communications. It is due to relaxation of inhibitions that demand civility. It's still impactful 20 years after its identification, but it might be less so in today's workplace cyberspace.

July 26, 2023

The Six Dimensions of Online Disinhibition: I

The online environment has properties that cause us to relax the inhibitions that keep us civil. And that leads to an elevated incidence of toxic conflict in public cyberspace. But workplace cyberspace is different. There is reason for optimism there.

July 19, 2023

On Managing Life Event Risk

Life events are those significant personal occurrences that lie outside the context of work. Some life events cause enough stress and demand enough attention that they affect our performance at work. When they do, they can affect our employers' plans.

July 12, 2023

Would Anyone Object?

When groups consider whether to adopt proposals, some elect to poll everyone with a question of the form, "Would anyone object if X?" It's a risky approach, because it can lead to damaging decisions that open discussion in meetings can avoid.

July 5, 2023

Fractures in Virtual Teams

Virtual teams — teams not co-located — do sometimes encounter difficulties maintaining unity of direction, or even unity of purpose. When they fracture, they do so in particular ways. Bone fractures provide a metaphor useful for guiding interventions.

June 28, 2023

Toxic Disrupters: Responses

Some people tend to disrupt meetings. Their motives vary, but their techniques are predictable. If we've identified someone as using these techniques we have available a set of effective actions that can guide him or her toward a more productive role.

June 21, 2023

Asking Burning Questions

When we suddenly realize that an important question needs answering, directly asking that question in a meeting might not be an effective way to focus the attention of the group. There are risks. Fortunately, there are also ways to manage those risks.

June 14, 2023

Pseudo-Collaborations

Most workplace collaborations produce results of value. But some collaborations — pseudo-collaborations — are inherently incapable of producing value, due, in part, to performance management systems, lack of authority, or lack of access to information.

June 7, 2023

Toxic Disrupters: Tactics

Some people tend to disrupt meetings. Their motives vary, but they use techniques drawn from a limited collection. Examples: they violate norms, demand attention, mess with the agenda, and sow distrust. Response begins with recognizing their tactics.

May 31, 2023

When Your Boss Leaves Before You Do

At some point in your career, your supervisor will leave his or her position and you'll end up reporting to someone else. It can be a harrowing experience, even if you prepare. Nevertheless, preparation usually produces a better outcome than winging it.

May 24, 2023

Ten-Minute Training

Despite decades of evolution of technology-assisted workplace learning, instructor-led classroom formats remain the most popular and effective. Now perhaps videoconferencing can help to achieve that effectiveness at lower cost.

May 17, 2023

Clouted Thinking

When we say that people have "clout" we mean that they have more organizational power or social influence than most others do. But when people with clout try to use it in realms beyond those in which they've earned it, trouble looms.

May 10, 2023

On Schedule Conflicts

Schedule conflicts happen from time to time, even when the organization is healthy and all is well. But when schedule conflicts are common, they might indicate that the organization is trying to do too much with too few people.

May 3, 2023

Personal Feasibility Decisions

When considering whether to exploit a rare but desirable opportunity, there is a risk that desire can overcome good sense. Having at hand a predefined framework for making such decisions reduces the risk of blundering by acting in haste.

April 26, 2023

Confirmation Bias and Myside Bias

Although we regard ourselves as rational, a well-established body of knowledge shows that rationality plays a less-than-central role in our decision-making process. Confirmation Bias and Myside Bias are two cognitive biases that influence our decisions.

April 19, 2023

More Things I've Learned Along the Way: VI

When I gain an important insight, or when I learn a lesson, I make a note. Example: If you're interested in changing how a social construct operates, knowing how it came to be the way it is can be much less useful than knowing what keeps it the way it is.

April 12, 2023

Commenting on the Work of Others

Commenting on the work of others risks damaging relationships. It can make future collaboration more difficult. To be safe when commenting about others' work, know the basic principles that distinguish appropriate and inappropriate comments.

April 5, 2023

The Fallacy of Division

Errors of reasoning are pervasive in everyday thought in most organizations. One of the more common errors is called the Fallacy of Division, in which we assume that attributes of a class apply to all members of that class. It leads to ridiculous results.

March 29, 2023

Time Slot Recycling: The Risks

When we can't begin a meeting because some people haven't arrived, we sometimes cancel the meeting and hold a different one, with the people who are in attendance. It might seem like a good way to avoid wasting time, but there are risks.

March 22, 2023

Fear/Anxiety Bias: II

When people sense that reporting the true status of the work underway could be career-dangerous, some shade or "spin" their reports. Managers then receive an inaccurate impression of the state of the organization. Here are five of the patterns people use.

March 15, 2023

Fear/Anxiety Bias: I

When people don't feel safe enough to report the true status of the work underway in an organization, managers receive an inaccurate impression of the state of the organization. To understand this dynamic, we must understand psychological safety.

March 8, 2023

Goodhart's Law and Gaming the Metrics

Goodhart's Law is an observation about managing by metrics. When we make known the metrics' goals, we risk collapse of the metrics, in part because people try to "game" the metrics by shading or manufacturing the data to produce the goal result.

March 1, 2023

Goodhart's Law and Reification

Goodhart's Law, applied to organizations, is an observation about managing by metrics. When we make known the goals for our metrics, we risk having the metrics lose their ability to measure. The risk is elevated when we try to "measure" abstractions.

February 22, 2023

The McNamara Fallacy

The McNamara Fallacy is the idea that measuring properly chosen attributes of inputs and outputs provides all we need for decisions about organizational and human performance. And we can safely ignore anything that can't be measured. It doesn't work.

February 15, 2023

Four Razors for Organizational Behavior

Deviant organizational behavior can harm the people and the organization. In choosing responses, we consider what drives the perpetrators. Considering Malice, Incompetence, Ignorance, and Greed, we can devise four guidelines for making these choices.

February 8, 2023

Kerfuffles That Seem Like Something More

Much of what we regard as political conflict is a series of squabbles commonly called kerfuffles. They captivate us while they're underway, but after a month or two they're forgotten. Why do they happen? Why do they persist?

February 1, 2023

The Big Power of Little Words

Big, fancy words, like commensurate or obfuscation, tend to be more noticed than the little everyday words, like yet or best. That might be why the little words can be so much more powerful, steering conversations where their users want them to go.

January 25, 2023

Some Consequences of Blaming

Both blame-oriented cultures and accountability-oriented cultures can learn from their mistakes. Accountability-oriented cultures learn how to avoid repeating their mistakes. Blame-oriented cultures learn how to repeat their mistakes.

January 18, 2023

Tuckman's Model and Joint Leadership Teams

Tuckman's model of the stages of group development, applied to Joint Leadership Teams, reveals characteristics of these teams that signal performance levels less than we hope for. Knowing what to avoid when we designate these teams is therefore useful.

January 11, 2023

Joint Leadership Teams: Risks

Some teams, business units, or enterprises are led not by individuals, but by joint leadership teams of two or more. They face special risks that arise from the organizations that host them, from the teams they lead, or from within the joint leadership team itself.

January 4, 2023

The Politics of Forming Joint Leadership Teams

Some teams, business units, or enterprises are led not by individuals, but by joint leadership teams of two or more. They face special risks that arise from both the politics of the joint leadership team and the politics of the organization hosting it.