The psychodynamic approach can be useful in helping leaders identify certain problems they may not be aware of. Let’s look at the shadow self perspective. “The shadow self is the negative aspects about oneself and is often hidden to the person upon self-examination according to the psychodynamic approach” (Feist and Feist, 2009). This perspective reflected an issue that employees often shared with each other about a former boss of mine.
He would often wonder why other employees would opt to send him e-mails instead of going to his office and talking face to face. He thought of himself as being an approachable talkative person. This is true; he could talk someone’s ear off. However, if you would go to his office to ask a question he would give off the impression that he was annoyed. This made people want to avoid face to face contact as much as possible when they needed something from him. This would be his individual shadow. “The individual shadow is the part of the personality that is unacceptable, so the person denies its existence” (Pennsylvania State University, 2013).
It would have been helpful for him to notice his individual shadow. “If a leader can see the shadow, he or she will be able to better understand how people react to him or her” (Pennsylvania State University, 2013). If he were able to see how his gestures) eye-rolling, huffing/puffing, etc) were interpreted by employees than he would have understood why people e-mailed him more.
The psychodynamic approach would have been a useful tool for my former boss as well as his employees. “The greatest strength of the psychodynamic approach is that it results in an analysis of the relationship between the leader and the follower” (Northouse, 2012). He and an employee would have been able to discuss why more e-mails were being sent. It would also help his employees to understand that this is just how he is and how to approach him. “The primary aim of the psychodynamic approach is to raise awareness of leaders and followers to their own personality types and the implications of those types on work relationships” (Northouse, 2012).
Pennsylvania State University. (2013).Psychodynamic Approach. [Online lecture]. Retrieved from http://cms.psu.edu
Northouse, P. (2012). Leadership: Theory and practice. (6 ed.). Thousand Oaks, California: Sage Publishing