At encountas, we delve deep into organisations, collaborating closely with our clients. Through this process, we've noticed a growing appetite in uncovering and addressing what we term hidden dynamics—those team dynamics that remain hidden from plain sight.
As mental health literacy increases across organisations, we are all being held to higher standards as leaders of our organisations. Our leadership and our culture change strategies and development experiences need to follow suit. There is a significant impact in not addressing these hidden dynamics in culture, transformation, and performance. So we encourage you to normalise discussions and encourage curiosity about these behaviours to support leaders and teams to address the hidden dynamics that we may not see but that we know are creating impact in the organisation.
As shared by our coach, Nicole Hercus, in our recent webinar on Hidden Dynamics, “understanding what the temperature of the relationships in your organisation are and if they are helping people be productive and effective or actually hindering that, is an important part of what we need to know about hidden dynamics”.
From high workloads and burnout to strained relationships and even more serious issues like harassment and assault, the challenges workplaces face are multifaceted and often hidden beneath the surface.
Acknowledging and tackling these challenges requires a courageous and proactive approach. Engagement surveys can provide valuable insights, and point you to some of the challenges, but at times they only scratch the surface. We encourage organisations to have the courage to cultivate curiosity and be willing to dive deeper into the root causes of dysfunctional behaviours and toxic cultures. Addressing these issues accelerate team and organisational performance and send a clear message to the organisation in line with your values. By fostering a safe and supportive environment, it unlocks potential for not only the team but everyone around them.
With the talent marketplace becoming increasingly competitive, organisations must prioritise the development and retention of their current workforce. This necessitates a shift in mindset towards understanding and creating environments where people can thrive.
Leaders play a pivotal role in this process, and the expectations placed on them are evolving rapidly. In addition to traditional leadership skills, there is a growing emphasis on mental health awareness, the link to performance, and the ability to navigate complex organisational dynamics, just to get their job done.
We have often heard the definition of culture simplified as “the way we do things here”. But what if your line of sight is not the whole picture? Workplace dynamics shape the culture of an organisation and we see more discussions around hidden dynamics within organisations. This shift is attributed to the need to perform and a greater awareness of performance, well-being, and self-care. However, while there's an increasing appetite for these conversations, there's a need for organisations to enhance their capabilities for effectively surfacing and addressing these dynamics.
Failure to address hidden dynamics can lead to overt dysfunction within the organisation and can create a toxic work environment characterised by mistrust, resentment, and disengagement. Strained relationships, unresolved conflicts, and unaddressed issues can lead to stress, anxiety, and overall dissatisfaction among employees.
This, in turn, can have a direct impact on productivity and performance. When interpersonal relationships are strained or dysfunctional, it can hinder collaboration, communication, and teamwork, ultimately impeding organisational success. Unresolved hidden dynamics can contribute to employee turnover and retention challenges. Employees who feel unsupported or uncomfortable in their work environment are more likely to seek opportunities elsewhere.
“We know that longevity and all the factors of a good life are so related to connectedness in that sense of purpose and belonging. So to be able to foster an environment where that is conducive is a really important thing when people spend much of their lives at work.”
– Justin Simmonds, Executive Coach and Clinical Psychologist at encountas
Ignoring hidden dynamics can pose legal and compliance risks for organisations. Discrimination, harassment, and other workplace issues stemming from unresolved dynamics can lead to legal liabilities and damage to the organisation's reputation.
The path to transformation is not without its obstacles and challenges. Many organisations invest in transformation efforts only to see them fail due to deep-rooted systemic issues. Safely surfacing hidden dynamics within organisations takes time and a clear process and requires a deliberate shift in priorities and mindset.
When working with our clients on culture transformation, we are guided by four driving principles:
Transparency: Navigating the transition from hidden to overt behaviours requires sensitivity and caution. Careful consideration of the process and its potential implications is necessary to avoid exacerbating underlying tensions or causing harm. Be transparent about the process, take a phased approach, and share with the team the objectives and any constraints.
Curiosity: Be curious and open-minded, and take the time to conduct a thorough analysis, going beyond surface-level observations. Approach findings with the intent of discovering key themes and challenges. Stay curious and explore the underlying reasons that may be behind these dynamics.
Neutrality: Maintaining a neutral lens and seeking support are vital aspects of navigating hidden dynamics and providing safety. Leaders should recognise their limitations and be willing to seek assistance and support when needed. Collaboration with colleagues, internal experts, and external partners can provide valuable insights and alleviate the burden of addressing complex issues alone.
Process: Defining clear objectives aligned with organisational goals creates a safe and supportive environment for all team members. Communicate the process effectively to ensure understanding and engagement from key stakeholders. Implement a phased approach with structured support to guide the team through each stage of the process effectively.
These guiding principles create the opportunity to deeply understand the dynamics and perspectives of the team and key stakeholders to support an uplift in engagement and buy-in into the future. A key component to round off this process is messaging back to those that have shown vulnerability and spoken up. This validates their voices and they will be more likely to speak up again in the future.
Through proactive leadership, open communication, and a commitment to mental health awareness, organisations can navigate the complexities of hidden dynamics and unlock the full potential of their workforce. As we continue to prioritise the well-being of individuals and the health of organisational cultures, we pave the way for employees to feel valued, supported, and empowered to contribute to the collective success of the organisation.
“Be curious and patient, create a space, be ready to hear, and be curious about what it means. Don't rush to judgement.”
– David Lawson, Executive Coach and Psychologist at encountas
Seeking support and help from experts to provide valuable perspectives and resources can assist organisations and teams in surfacing and addressing hidden dynamics. Facilitators can play a crucial role in surfacing the intelligence and wisdom that exists within organisations, helping teams realign and reach their full potential by understanding each other, their motivators, and their strengths. Over time, this supports building the internal skill capability in your leaders to identify and safely address hidden dynamics. After all, our workforces are simply relationships that come together to form a community which needs to align to thrive – tap into those positive dynamics and surface the negatives.
To dive deeper into how to safely surface hidden dynamics in organisations, reach out to our team: Leonie@encountas.com or Juliette@encountas.com
Together, encountas Co-Founders Juliette Hall and Leonie Rothwell are two passionate and driven women committed to solving complex challenges and delivering engaging, inclusive, and accessible learning experiences. They design experiences that not only deliver on organisational outcomes but also provide real, authentic opportunities to grow, connect, innovate, collaborate, and engage with a diverse range of people.
