This is so true, Giorgia. Many years ago, my university professor wrote an article in Organizational Dynamics entitled "The Systemic Distortion of Information." As information starts out as bad news, it gets overly summerized to look like good news or just innocuous news. In either case, executives don't act when they should. Great article.
Thank you Michael for the comments, and trust all is well with you.
It is such a seemingly innocent thing we do - who wants to be the bearer of bad news? - but with dire effects. It is also interesting from a behavioural perspective, we are often reluctant to share bad news because it may put us in a precarious situation and risk the support of the group.
Thanks again for following me and you are welcome to share with my substack with your wider network.
Kill the messenger syndrome is actually quite high in most organizations. I suspect the structure and incentives have a lot to do with it. Yet, we continue to build organizations with similar structures and incentives. You are a great whistleblower on this. Thank you.
This is so true, Giorgia. Many years ago, my university professor wrote an article in Organizational Dynamics entitled "The Systemic Distortion of Information." As information starts out as bad news, it gets overly summerized to look like good news or just innocuous news. In either case, executives don't act when they should. Great article.
Thank you Michael for the comments, and trust all is well with you.
It is such a seemingly innocent thing we do - who wants to be the bearer of bad news? - but with dire effects. It is also interesting from a behavioural perspective, we are often reluctant to share bad news because it may put us in a precarious situation and risk the support of the group.
Thanks again for following me and you are welcome to share with my substack with your wider network.
Kill the messenger syndrome is actually quite high in most organizations. I suspect the structure and incentives have a lot to do with it. Yet, we continue to build organizations with similar structures and incentives. You are a great whistleblower on this. Thank you.