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TOPIC: Do you think we should punish defiance in organizations?
BIG IDEAS:
- defiance appreciated in different cultures - in France it shows you're thinking critically
- power dynamics that are at play when talking about defiance
- defy and comply isn't a binary
- most of us were raised to believe that compliance was good and defiance was bad
- defiance can be good when it aligns with our values
- consent is when you have the capacity, knowledge
- we comply without having the knowledge
- false defiance - you go along with something that isn't aligned with your values
- conscious compliance -- where we're consciously going with something that's against your values because the risk is too high to comply
- there is often a long build up to defiance
- recognize the moments when I'm consciously complying
- not wanting to be the "complainer" when being harassed - risks too great for career
- people from marginalized groups have a great risk when defying
- looking to any ally from a more powerful social group to defy for you
- saying "no" to people's behavior and setting boundaries
- he-peating -- when a man repeats a woman's ideas, and others praise him over her
- How should companies deal with defiance?
- getting curious about the defiance - look at practices and processes that are outdated
- look at gaps between personal values and organizational values - how do we reconcile gaps in values
- Are values stated, but not practiced?
- people can value the same thing, but how they demonstrate those values can differ
- look at the behaviors over the stated values of an organization
- emotional, psychological, physical, financial risks when it comes to defiance and compliance
- if there is a values misalignment between you and the organization, you choose a principled exit
- Is doing values exercises a pointless and dangerous exercise because you will never have alignment?
- the word defy has a moral connotation in French
- when people take your defiance to a process as a personal attack
- How do you defy but still stay loyal to the organization?
- it's hard to argue with someone's values
- standing on your moral high ground makes the other person wrong
- using your values as a launch pad for your defiance
- build around a common need
- finding the nuanced way to defy - it doesn't have to be big and bold
- when you're at work, you're in a dependent relationship, so there are inherent risks
- the difference between protesting and striking
RESOURCES:
- Defy by Dr. Sunita Sah
- Non Violent Communication by Marshall Rosenberg
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