5 responsibility - Bernd Schmid (Oxford lectures)

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5 responsibility - Bernd Schmid (Oxford lectures)

  1. 1. 1 Institute for systemic consulting, Wiesloch (Germany) www.isb-w.de Responsibility – how to overcome „symbiosis and passive behavior“ The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz. to watch on youtube, see details below
  2. 2. 2 Roots and Transformations 1. It is based on the TA-concept of symbiotic relationships and passive behaviors (Schiff et al. 1975). 2. It is further developed for dealing with responsibilities in relationships and organizations. 3.  Culture of responsibility The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz.
  3. 3. 3 Symbiosis based on Schiff et al. • Individuals try to become a whole person by using someone else. • Individuals avoid autonomy and integrity, (instead: „wooden leg“, pathological regression, exclusion of parts of personality) The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz.
  4. 4. 4 EL EL ER ER K K EL EL ER ER K K Types of symbiosis by Schiff The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz. watch on youtube 
  5. 5. 5 Dysfunctional symbiosis Dysfunctional symbiotic relationships • responsibility is not taken or • responsibility is shifted or • discomfort from missing responsibilty is shifted or - in which potentials are not activated or not developed. The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz.
  6. 6. 6 Responsibilities in organizations 1. Responsibility is to be defined competently, is not „natural“ or cultural 2. organization as a system of complementary responsibilities 3. Each role and relationship part of a whole system of responsibilities 4. E.g. team: those who share responsibility 5. change through development and changes 6. to be cultured through dialog day by day 7. contracted behavior, attitude and competence The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz.
  7. 7. 7 Responsibility as Response-ability With reference to their positions at work, people: • want to respond (are dedicated to): question of values, • are able to respond: question of being qualified to respond, • Are allowed and have the resources to respond: question of being sufficiently equipped, • have to respond: question of obligation The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz.
  8. 8. 8 Four dimensions of a system of responsibility The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz.
  9. 9. 9 Responsibility for.... responsibility related to.... The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz.
  10. 10. 10 Types and effects of avoiding responsibilities (Schiff et al. 1975) Types effects Doing nothing inviting others into doing instead Misadaptation respond to illusionary request invite others into accepting instead of what is contracted „wrong“ response or into correcting, clarifying Agitation overdone or not adaequately inviting into exhausting co- directed activity + engagement agitation, avoiding or into taking over staying essential Emergency Causing emercency concerning oneself forcing others to take over or concerning responsibility The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz.
  11. 11. 11 Responsibility Checklist for confrontation • Identify and account discomfort • Locate discomfort • Relate to responsibility (of whom for what?) • Reflect reasons for not taking responsibility • Request responsibility and dialog on it • Define self caring strategy not to suffer • Organize shifting of discomfort to those who should take responsibility The content on this slide is licensed under a Creative Commons Attribution 3.0 License. Creative Commons Namensnennung 3.0 Deutschland Lizenz.

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