In a poor organization, on the other hand, people spend much of their time fighting organizational boundaries, infighting, and broken processes. They are not even clear on what their jobs are, so there is no way to know if they are getting the job done or not. In the miracle case that they work ridiculous hours and get the job done, they have no idea what it means for the company or their careers. To make it all much worse and rub salt in the wound, when they finally work up the courage to tell management how fucked-up their situation is, management denies there is a problem, then defends the status quo, then ignores the problem.

Sadly, you needn’t be political to create extreme political behavior in your organization. In fact, it’s often the least political CEOs who run the most ferociously political organizations. Apolitical CEOs frequently — and accidentally — encourage intense political behavior.

Most fights inside a company happen when colleagues compete for the same responsibilities.

No matter how many times executives preach about the "e" word in their speeches, there is no way that their employees can be empowered to fully execute their responsibilities if they don't receive clear and consistent messages about what is important from their leaders across the organization. There is probably no greater frustration for employees than having to constantly navigate the politics and confusion caused by leaders who are misaligned. That's because just a little daylight between members of a leadership team becomes blinding and overwhelming to employees one or two levels below.

Those who do not share our values need to know that there will always be a serious price to pay if red lines are crossed, whether territorial incursions, the use of banned weapons or increasingly cyber attacks

The cost of making decisions to please others instead of yourself is misery.

Which would seem to be a good thing — proposing a solution to a problem that people are hungry to solve — except that my view of silos might not be what some leaders expect to hear. That's because many executives I've worked with who struggle with silos are inclined to look down into their organizations and wonder, "Why don't those employees just learn to get along better with people in other departments? Don't they know we're all on the same team?" All too often this sets off a well-intentioned but ill-advised series of actions — training programs, memos, posters — designed to inspire people to work better together. But these initiatives only provoke cynicism among employees — who would love nothing more than to eliminate the turf wars and departmental politics that often make their work lives miserable. The problem is, they can't do anything about it. Not without help from their leaders. And while the first step those leaders need to take is to address any behavioral problems that might be preventing executive team members from working well with one another — that was the thrust of my book The Five Dysfunctions of a Team — even behaviorally cohesive teams can struggle with silos. (Which is particularly frustrating and tragic because it leads well-intentioned and otherwise functional team members to inappropriately question one another's trust and commitment to the team.) To tear

there cannot be alignment deeper in the organization, even when employees want to cooperate, if the leaders at the top aren't in lockstep with one another

You can’t be successful with other people if you haven’t paid the price of success with yourself.

Our recent entrance into politics, which in my mind is the bane of the Union, has added more woes. Most of the paid officers and active members became politicians, calously [sic] neglecting the duties for which they were elected. Getting wages weekly by the union, a paid officer can abuse his duties more freely now than heretofore, the excuse-elections campaign.

Success comes only for those groups that overcome the all-too-human behavioral tendencies that corrupt teams and breed dysfunctional politics within them.

So much of what we call management consists in making it difficult for people to work.

When a member of an organization is placed in a position with duties ill defined in their relation to other duties what happens? Naturally he attempts to make his own interpretation of those duties and, where he can, to impose this view on those about him. In this process he encounters others in similar cases, with friction and lack of coordination as the inevitable result.

When leaders fail to tell employees that they're doing a great job, they might as well be taking money out of their pockets and throwing it into a fire.