Cutler names this the biggest organizational antipattern: leaders reading a lack of complaints as evidence that no problem exists. In practice this reading is confounded — people who would raise the loudest objections tend to leave dysfunctional organizations, and those who remain adapt their expectations downward to survive. What looks like consent or a non-issue is often the residue of attrition and adaptation, not evidence the environment is fine.
Relates to Local Boundaries of Trust Despite Broader Org Dysfunction (org-wide dysfunction can coexist with locally fine-feeling pockets) — silence is a lagging, survivorship-biased signal, not a real-time health metric.
Из тем: Stakeholder Power and Trust