This is a tech blog post where he talks about tendency of “communication anti pattern” regarding the team work based on software development activities.
Since this platform is highly used only in Japan, there might be cultural behavior, bias though, this post was awarded a “Worthy post” by many readers so I thought that majority of people agrees on his opinion noted in the blog post.
He has highlighted that those examples are the ones he personally feel those behaviors as difficult, so those are subjective opinions.
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Hinder team creative discussions and take away time for others
→ Less respect others’ time
- Intervene in the stories of others and insert their own opinions
- When you don't understand their opinion, ask you to manage by yourself to understand in advance and throw out a discussion.
- Always prioritize their own interests and slow down the discussion by turning aside or continuing to talk in detail in a particular technical area.
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Try to manipulate others until they are completely satisfied
→ Less flexible(Too rigid) on changing ideas
- When they feel uncomfortable with the opinions of others, repeat questions and answers until they are completely satisfied, and spend endlessly.
- If they're not convinced, don't give up their opinion until all the other team members agree with them
- When there is a discrepancy between the policy agreed by the entire related department and their own thoughts, the opinions are suddenly broadcast via in-house chat without discussion within the team, causing confusion in the related departments.
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Make a point that instills fear in the wrong opinion
→ Offensive way to response, Criticize without having enough reason
- If they find an error in someone else's remark, immediately interrupt and ask a question to acknowledge the error.
- On the contrary, they speak only in the area where they are confident because they are afraid that mistakes will be exposed, and set unnecessary hurdles for the act of speaking itself.
- In the code review, they will point out the improvements found in detail, but unilaterally instruct you to correct them without explaining the reason why improvement is necessary and the importance.
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They try to get people to understand their feelings and opinions in a way that puts a burden on others even though their verbalization ability is limited.
→ Expression is less rational, Expect responsibility to be apart from them
- They like to use offensive words, but the specific content is finally revealed by careful hearing by them.
- Suddenly, they becomes reluctant to participate in the discussion and tries to get their feelings. Do not try to follow the rules of the team decided without guessing
- When a task causes a misunderstanding, they request the other party to clarify the requirements, but they cannot clarify what information I want.
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Bring in the glue of the anonymous community and make remarks that detract from others
→ Too high expectation for others, Tendency to blame others easily
- In the review comment, they understand this and naturally write only fragmentary information and reference URL and see the reaction
- For those who do not meet the high standards that they have decided, they will label you as knowing nothing and shame you, and discourage your growth motivation.
- In a place that is also seen by the people concerned (in-house SNS, etc.), it makes the atmosphere worse by saying offensive words such as shit about a specific target or person.
- They like sarcasm and black jokes, and create a negative atmosphere that makes it difficult to make serious suggestions.
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Trying to get others to move (for their convenience) by revealing feelings of irritation and anger
→ Express emotions by purpose
- Hit the emotions of anger and intimidate the other person to try to make their point or to obey them
- By behaving in a bad mood when it's not convenient for them, they can make sure that others always give top priority to them and move on.
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Unable to look for improvement or take action to improve, all the while expressing dissatisfaction
→ Less responsibility, Less willingness to help others
- Whenever a problem occurs, it makes the team feel bad by claiming or blaming who is the cause.
- When a problem arises while working together as a team and you get stuck, you start complaining, and the team's willingness to work together to solve it is discouraged.
- Claim dissatisfaction with a particular department or person when they don't feel like acting and leave it to others
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Trying to be lazy when there are difficult challenges for the team
→ Take a distance from a critical situation
- As soon as it becomes a topic that is inconvenient for you, show a disliked behavior or stop participating in the discussion
- This topic tries to round up quickly, claiming that it is inconclusive, wasteful of time, etc.
- Roles that you don't want to bear try to create false reasons and impose them on others
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Act like and dislike and reject people they don't like
→ Generate unwanted confliction
- Abandon work when a person they dislike is assigned a role that you do not agree with
- Listen to the actions of people they dislike with exaggeration and falsehood, and try to increase their allies.
- Confuse team members by claiming (believing) that someone they dislike is maliciously harassing them