… Which is all the more reason to give greater attention to the subtleties involved in addressing X.
We are all tempted to normalize mediocrity. It is easy to dismiss common, pervasive, daunting problems in this way.
In our personal lives, the problems that feel to big to conquer, to complex to work through are usually the ones holding us back from meaningful growth. The same seems to be true of organizational sociology.
Just as with personal identity, organizational identity is formed by the aggregation of thoughts, words and actions of the organization. Over time, we begin to see the good, the bad and the ugly in our company and, unless challenged, these beliefs and attitudes cement and preclude the possibility of change.
So the next time “group think” takes over a meeting and demonstrates collective denial of a problem (and a possible solution), intervene! Your own future is at stake.