/2021/08/22/quickie-how-to-work-with-people-you-dont-agree-with-or-like-or-trust/Making Lives More WonderfulMon, 23 Aug 2021 12:52:31 +0000hourly1http://wordpress.com//2021/08/22/quickie-how-to-work-with-people-you-dont-agree-with-or-like-or-trust/#comment-114510Mon, 23 Aug 2021 12:52:31 +0000/?p=6273#comment-114510At the risk of adding to your reading backlog, might I commend the book (it’s relatively short) to you in response to your question?

]]>/2021/08/22/quickie-how-to-work-with-people-you-dont-agree-with-or-like-or-trust/#comment-114509Mon, 23 Aug 2021 12:44:17 +0000/?p=6273#comment-114509“Our conventional understanding of collaboration is that it requires us all to be on the same team and headed in the same direction, to agree on what needs to be done and be able to get this done, and to do what the task demands of us. In other words, we assume that collaboration can and must be under control.” The first sentence describes a system. It is not about control, it is about trust. That’s collaboration. I can tolerate many things but insincerity. So when the trust is gone (many times it takes time to discover BS) the only option for me is “exit” too. “Force” is fundamentally wrong while adapting (tolerating) too much is basically feeding the modern slavery of employed work. If all disengaged workers had the means to resign tomorrow, don’t you think their employers would need to change something in the way the work works?

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