For years I secretly hated the relational dynamics in my family. While I felt like Glenda and I related well, the way we related to our kids and the ways they related to each other were troublesome to me. What’s worse, I felt both responsible for it and powerless to change it. Often during my drive home from work I would resolve to walk in the door and be a blessing to my family. I would think, “I’m going to be different today. I’m going to change things.” But the second I walked in the door I would be assaulted by some escalating chaotic situation. My reaction would often just end up amplifying the situation.I think everyone in our family would agree, it sucked to be in the Moitozo family in those moments. Over time this situation drove each of us into various forms of isolating activities: staying longer at work, playing video games, watching TV, etc. I think each of us had figured out that sometimes it felt better to avoid interaction in order to have some level of peace and order. It was becoming a relational mess.We needed a family culture overhaul.I do a lot of thinking when I drive. So when I needed to go to Florida for some meetings I decided to drive and take advantage of the 20 hours on the road. It was on this trip that I realized I’d seen this kind of persistent pattern before in a work culture I had inherited. As I thought about the similarities I remembered what I had done to change the dynamics there. I was shocked and a bit embarrassed that I had never thought to apply the leadership approaches I use in my work to my family. But I figured, “How could it hurt? These things are designed for cultivating organizational health. What organization is more important to me than my family?”When I returned home I told Glenda I had an idea to adapt the ideas in Patrick Lencioni’s book, The Advantage, to our family. The basic premise of the book is that organizations do not fail because of a lack of intelligence, the fail because they are unhealthy. He goes on to talk about the four disciplines organizations can pursue in order to achieve the advantage of organizational health:Establishing a cohesive leadership teamCreating clarityOver-communicating that clarityReinforcing the clarityOrganizational Health Model from tablegroup.com Read more at https://screen.life/post/140513378453