We are all different – and that makes us alike
“In the workplace is that we all must understand how our needs—as leaders, employees and humans—may be different in a post-traumatic context. What may be a reaction to a relatively recent event could be entirely different than a reaction to repeated or extended trauma.” – David Rock, FastCompany.com (December 24, 2022)
VIM Executive Coaching recognizes that executive leaders are facing an entirely new set of challenges in the year ahead. It is not just a matter of the post-pandemic issues, tech layoffs, hybrid workplaces, social media clutter, inflation or the war in Ukraine – and all the attendant supply chain issues. It is much deeper and more basic. It is also much more ancient in mindset and vision.
Who are you and who am I?
Social scientists are telling all of us what VIM Executive Coaching has long noted in helping many business coaching clients: workplaces are not now, nor have they ever been homogenous. Co-workers are not fashioned from a mold or cookie-cutter. In this post-pandemic period especially, organizations need to focus less on numerical outcomes (sales, revenues, profit and production) and more on human capital (job satisfaction, employee happiness, needs and goals).
While we are certainly not ignoring the need of the organization to thrive, to not explore the individual human resource, will be a certain path to disconnecting with people and losing valuable employees. Despite the 2023 workplace obsession with all things digital, to ignore the human emotional element could be catastrophic. Organizations might believe their mission is to move forward by analytics, measurement and output, while a preponderance of their workforce needs nurturing and the ability to feel connected to a mission.
ESG, or Environmental, Social, and Governance, is much more about human capital than stuff, and the mindfulness about that understanding requires executive leaders to be aware that individuals are well, individuals. No two are the same. Experiences markedly differ. They can be celebrated or crushed.
To gain full realization of that point is have executive leaders ask “who are you?” In asking that question, in dealing with questions, problems, conflict and resolution, executive leaders must have an understanding of themselves.
The EDI Issue
Matters of equity, diversity and inclusion are hardly new concepts. Dealing with the faults and flaws created by a lack of EDI awareness are new challenges. In not understanding the intensely human aspects of organizations, executive leaders finally had no choice but to see the needs, aspirations, challenges and lack of awareness of all within their own companies.
However, here’s the bitter truth: if organizations and their executive leaders failed to address EDI (and beyond that all ESG issues), was that not also a reflection of an abandonment of their own needs and awareness? We believe so.
When organizations have classically chosen homogeneity over compassion and authenticity, they have largely failed their customers and mission.
The key, of course, is mindfulness. In 2023, executive leaders must promote a greater awareness in their organizations against the context of what is good for society not just their self-centered needs. Our societal repeated and extended trauma against one another can no longer be tolerated, and whether that trauma has been water pollution, under-handed financial dealings, endemic racism or workplace bullying or any number of faults, it is now up to the executive leader within each organization to deal with it, and solve it.
If 2023, is nothing else, it must be a year of renewed mindfulness. “Business as usual” can no longer celebrate business as usual.