Make Work Suck Less by Fixing Invisible Systems
How leaders can create lasting team motivation without unhealthy pressure
In today's workplace, invisible systems shape our behaviors, reinforce norms, and often lead to frustration. As Seth Godin emphasizes, these omnipresent systems create a culture that maintains "the way things are." But what if "the way things are" isn't working? A recent article titled "Modern Work Fucking Sucks" highlights the growing dissatisfaction with current work environments. Given that we spend about 33% of our lives at work, it's crucial to address these systemic issues and make work suck less.
One popular approach to improving workplace dynamics comes from Patrick Lencioni's book The Five Dysfunctions of a Team, which discusses the delicate balance between tension and productivity. However, this perspective may oversimplify the complex nature of human motivation in the workplace.
Though a fan of Lencioni's book, I believe low tension doesn't equal low productivity. Such a belief disregards a person's internal drive. For example, I'm highly motivated. My Enneagram is a #3 (Achiever) and two of my top five strengths are Achiever and Maximizer.
Note: If you're curious about your own personality type, here are free assessments to explore:
I create my own tension - I prefer the word motivation. I create my own motivation to get s**t done.
Ranges of Team Motivation
Are you someone who needs a nudge? Excellent for acknowledging a bit more tension motivates you. Let the effective form of “tension” take center stage. Often it’s some acknowledgment of achievement. Positive recognition by another human is powerful.
What two people describe as positive tension can be very different. Some leaders believe motivation comes from conflict (yelling, micromanagement, toxic behavior). Others encourage competition between product teams or parts of the business fostering backstabbing and unhealthy levels of politics.
Leader's Role in Fostering Positive Tension
A leader’s job is to find the right level of tension that positively motivates others. Doing what’s right for you may alienate or demotivate your team. Instead, how about starting the new year by running assessments to identify individual behavior patterns and how to work effectively together? The strongest teams embrace each other’s differences to drive innovation and new thinking.
So, how can we apply this understanding of systems and tension to create better workplaces?
Recognize individual differences: As my personal example shows, not everyone is motivated the same way. Leaders must understand and accommodate various personality types and motivational factors.
Redefine "tension": Instead of viewing tension as conflict or competition, we should see it as a positive force for growth and innovation when managed correctly.
Foster collaboration over competition: While some leaders believe in pitting teams against each other, a collaborative approach often yields better results and a more positive work environment.
Embrace diversity: The strongest teams leverage their differences to drive innovation and new thinking. This diversity of thought and approach can help challenge and improve existing systems.
Continuous assessment and adaptation: Regularly evaluate your team's dynamics and individual needs. Use tools like personality assessments to gain insights and adjust your leadership approach accordingly.
By implementing these strategies, we're not just making superficial changes—we're fundamentally altering the invisible systems that Godin describes. We're creating new norms and behaviors that can transform "the way things are" into "the way things should be." This approach to improving workplace dynamics has the potential to address the root causes of why modern work often "sucks," leading to more fulfilling, productive, and innovative work environments.
Take the Next Step in Your Leadership Journey
This year, my writing has focused on four critical areas that shape successful product teams: leadership evolution, career development, product management fundamentals, and team dynamics.
Why these themes? In today's rapidly changing tech landscape, it isn't sufficient to excel in just one area. Leaders, especially product leaders, must balance their own growth while empowering others, elevating core product skills while navigating organizational dynamics, and evolving their leadership approach while staying authentic.
Through my newsletters, you’ve gained insight and knowledge to embrace these interconnected challenges - from cultivating executive presence and building high-performing teams, to developing product sense and creating psychological safety.
The goal is to help you become a more effective, empathetic, and successful leader who puts people first while delivering exceptional results. Seeking to develop your craft? I offer complimentary discovery sessions to explore how my coaching can support your growth as a product leader. Book Your Free Discovery Session.
2024 Articles on People-First Leadership
Leadership Evolution & Effectiveness
From Metrics to Culture: 5 Ways to Transform Your Product Leadership
The Counter-Intuitive Leadership Mindset for Thriving Amidst AI Disruption
San Francisco Where's Your Disco: Rethinking Product Leadership
Career Development & Personal Growth
Navigating Career Growth: The What, How, and Why of Promotions
Become a Resilient Product Manager: Applying the ABCDE Framework
Embracing the New: How Green Nail Polish Became My Catalyst for Optimism
Turning Stress into Success: How Product Managers Can Overcome Workplace Challenges
Product Management Skills & Expertise
Team Dynamics & Culture
Hidden Rules of Office Politics and How to Navigate Authentically
Product Management Performance Reimagined: Embracing Collaboration Over Credit
Why Choosing Between Product Models and Team Structures Might Be Your Biggest Decision
