In our world, a lot of things disturb us from the way to our goals. We call them problems. And it’ usual.
Work problems are usual.
We don’t like them or even scared, but in most cases, problems are resolvable and not dangerous for life. Anyway, some people try to switch on panic.
In nature it works as life protector: if anything dangerous – you’re running away with screaming. But hey, it’s useless in your workplace!
Panic as protection mechanism is useless regarding to work problems.
I see the following types of people in the context of behavior if they meet problems:
- Resonator – emotional person who makes hipe and panic around the problem. He can even resolve it, but it makes stress, disturbs and demotivates his colleagues.
- Jammer – emotionally stable person who reduces the panic around the problem or just don’t care about it. They can abstract himself and makes possible to resolve the problem without stress. From my experience, it brings more profit than working in panic.
Panic is really dangerous since it transmits by communication. It looks like a virus.
Yeh, one of the way to avoid it is to separate Resonators from communication chains.
As a result, if you’ve Resonators on the project it’s a high chance that the team will jump out from the board even before the riffs.
Panic is doubly dangerous since often it can NOT be stopped just by words – it’s very deep inside of the mind.
The best what Resonator can do is to work it out with a psychologist. The team is often helpless here. By the way, the workplace is not the right place for psychology practice.
What I can say now:
Resonators are dangerous and should be controlled or even separated from the team at all.
Especially if you have many of them in communication chains.
Another big problem if the team leader or manager is Resonator
In this case, I can only suggest
Run away from manager-Resonator. In another case, you need to have iron nerves.
From another perspective, if you see that you became Resonator, calm down an stay Jammer! Don’t panic, keep it simple!
If it doesn’t work for you, let’s start to work it out with a psychologist, but not with the team! Good luck!
- Should the manager take psychology responsibilities or not?
- What is the most intelligent way to control/separate Resonators?
- How to make the work with managers-Resonators comfortable?
- Is small controlled panic is ok as an alarm of problem existence?