How RTT can help you transform workplace dynamics

Reflecting on my consulting career, one of the things that made the least sense to me was performance management. Most of the consulting firms I worked with intended to put individuals within a particular bracket in a group and benchmark them against their peers. This would have been fine except that the opportunities provided to you are vastly different, depending on clients, project scope, and guidance from unique managers.


Our performance, therefore, is not solely a reflection of our abilities but also of chance and circumstance. In my career, I have often seen people labelled as problematic or poor performers perform four or five times better when they were moved into different teams. Although firms can't control the effect of project and client circumstances, they do have a level of control over the management of their leaders.

The Charter Institute of Management emphasises the significant impact of investing in management and leadership development programs. On average, organisations that prioritise such investments witness a remarkable 23% increase in organisational performance and a 32% rise in employee engagement and productivity.

To become effective leaders, it's crucial to deeply understand ourselves and those we manage. In my experience, organisations often rely on tools like MBTI or the Gallup strengths assessment, typically administered once and rarely revisited. While these assessments provide surface-level insights into individual behaviours, they fall short of uncovering the underlying reasons behind these behaviours. Instead of revealing the "why," behind people’s actions they merely scratch the surface of the "how," our tendencies and behaviours are expressed. This limits our ability to cultivate trust, empathy, and resilience in our professional interactions.

Summary of attachment theory and its relevance to performance management

Attachment styles explore how our early caregiving experiences shape our patterns of relating to others. Pioneering researchers Hazan and Shaver (1990) unveiled a profound revelation: the very attachment dynamics explored within intimate and familial contexts also weave through our interactions with coworkers and leaders.

At its core, attachment theory delineates between two fundamental types: secure and insecure. Within the realm of insecure attachment, we encounter three sub-types: anxious, avoidant, and fearful. Each carries distinct traits and manifests uniquely in the workplace.

Understanding attachment styles equips us with insights into our behaviours and those of our colleagues, enabling us to foster healthier and more productive professional relationships. By recognising and adapting to different attachment styles, we can create a more supportive and harmonious work environment, ultimately enhancing collaboration, communication, and overall workplace satisfaction.

How attachment styles might be affecting team performance

Secure attachment

Individuals with secure attachment styles typically exhibit confidence in themselves and their relationships. They foster trust, communicate effectively, and navigate conflicts with ease. In the workplace, they contribute to a harmonious environment, fostering collaboration and mutual support.

Insecure attachment style 1: Anxious

Anxious individuals harbour a deep-seated uncertainty stemming from unpredictable early caregiving experiences. Their desire for connection often clashes with a belief that others are unreliable. In the workplace, they may manifest as anxious, personalising feedback, and struggling with organisational change. Yet, their acute awareness of others' needs can be harnessed positively if coupled with self-awareness and self-management.

How to manage them well: They often need a lot of encouragement and modelling (and sometimes insistence) from their manager on asking for and accepting help. Well, anxiously attached people are generally high performers and consistently look for ways to improve. If given the right space, for example in a one-to-one, they will be able to identify their areas of improvement quickly.

Anxious but aware/self-managed people and secure people make very good managers for anxious employees.

Insecure attachment style 2: Avoidant

For those with an avoidant attachment style, neglectful or unresponsive early caregiving shapes their distant approach to relationships. While they yearn for connection, they adopt a paradoxical stance of detachment. At work, they may appear indifferent, especially during conflicts involving emotions. However, their rational decision-making and resilience to organisational changes make them adept at navigating challenges.

How to manage them well: they respond best to logic-based, unemotional requests - keeping things brief, straightforward, and factual is a very good strategy for getting one's needs met by an avoidant boss.

Insecure attachment style 3: Fearful

Fearful attachment, born from erratic and traumatising early caregiving, instils a profound fear of close relationships. This attachment style poses unique challenges in the workplace, often leading to disruptions and instability. Professional support beyond conventional management strategies is essential to foster healing and growth.

How to manage them well: I recommend a referral to the employee assistance program at the first blowup/meltdown/crisis regardless of what level they're at in the company (including and especially C-suite).

People with fearful attachment styles who get proper support and have the opportunity to heal are some of the most compassionate, wonderful people to work with and for. There is nothing you can't throw at a formerly fearful person that they can't handle.

Understanding yourself

It's essential to emphasise that a focus on attachment style isn't about diagnosing others but rather about cultivating compassion awareness.

Moreover in managing individuals with different attachment styles, self-awareness and self-management are paramount. Acknowledging your attachment style can reveal unconscious biases and tendencies that impact your managerial decisions and communication. By gaining insight into your attachment dynamics, you can better navigate workplace relationships, address conflicts more effectively, and create a supportive atmosphere for your team

However, it's important to recognise that some aspects of attachment styles may operate at a subconscious level, influencing behaviour without conscious awareness. Remain vigilant and open to feedback, continually striving to enhance your understanding of yourself and your interactions with others. By acknowledging that attachment dynamics are a shared responsibility, we pave the way for meaningful connections and professional growth.

How RTT can help you better understand yourself and your attachment style 

Rapid Transformational Therapy (RTT) uses hypnosis to help individuals access their early memories and delve deep into the root causes of attachment patterns. Gaining this knowledge and understanding offers a path toward greater self-awareness and emotional resilience by addressing underlying insecurities and self-limiting beliefs.

Moreover, RTT equips you with the confidence and clarity needed to seize opportunities, pursue ambitious goals, and excel in your career. Whether striving for leadership roles, seeking career advancement, or navigating workplace challenges.

The views expressed in this article are those of the author. All articles published on Hypnotherapy Directory are reviewed by our editorial team.

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London, London, EC3N 4AL
Written by Mahima Razdan, Rapid Transformation Practitioner and Hypnotherapist
London, London, EC3N 4AL

I am a Rapid Transformation and Hypnotherapist. 18 months ago, after spending 6 years in technology consulting, I decided to make a career change.

Why? I suddenly started to notice that while I and so many of the women had managed to build successful and financially rewarding careers, inwardly we still deeply suffered.

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