The Merriam Webster Dictionary defines an "Archetype" as "the original pattern or model of which all things of the same type are representations or copies."
Heifetz et. al. suggested that there are four "Adaptive Challenge Archetypes." They are:
Gap Between Values and Behavior - People act in ways that differ from their expressed values. For instance, members of a Church may "say" that they value the youth but provide no services to young kids.
- Competing Commitments - This is a variation of the previous Archetype. People will hold conflicting comitments and pretend to observe both of them. For instance, XYZ Organization protests that "it's all about the customer" and will provide "exceptional customer service". At the same time, XYZ Organization suggests that it must "watch the bottom line" and "cut costs" in order to maximize profitability.
- Speaking the Unspeakable - "Unspeakables" are taboo topics that can't be brought out into the open. The presence of "unspeakables" often suggests that Adaptive Challenges are at play.
- Work Avoidance - People often create "fake work" - surface attempts to solve problems that are unlikely to really solve them. For instance, people may start a committee or task force to solve a problem - knowing full well that this committee will take too long to reach a decision and/or has no power to make changes. Work Avoidance is a typical way to address Adaptive Challenges - and will be further discussed in the next page.
It's True! You must have heard the term "win-win." Negotiating groups often try to find a middle ground between competing values, wants, and needs. Heifetz et al. suggest that often a "win-win" solution that will solve competing commitments is an impossible dream. Someone will lose.
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