Sometimes all the help we want is to keep disfunction at bearable levels.

To put an absolute end to disfunction involves changes in the relationship dynamics that are so big that can’t possibly be unilateral.
So, because true change is so frightening, managers/employers look for solutions that only change those that are giving them a hard time and those, in reality, are less then a half solution for the problems.




Sometimes we invest so much to help someone change (for the best) that what that change really happens we lack the energy to adapt and develop a new role.

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