Enquirer Digest - Weekly #0005: Leaders and workplace
Hello Enquirers
I have not picked a theme this week. I have been listening to a great Podcast by Brené Brown - Dare to Lead. There were two episodes entitled "What's happening at work". This week I will cover the first episode.
The episodes aired back-to-back and had two great names as guests. Simon Sinek and Adam Grant. I believe that those two do not require any introduction. They have made immense impact in their respective areas and around the world. The episodes covered touched upon different areas which were on quiet quitting, employee well-being, leadership, setting boundaries and difficult conversations.
I will be providing my opinions on the subjects that were covered along with the insights they have provided throughout. Today's newsletter will have an article as always. As it was an integral part of the discussion in the podcast, I have decided to incorporate this article which also includes Gallup's research on quiet quitting.
Today's Podcast
Before you start reading here is the link to the first episode.
As Dare to Lead is a Spotify original which you can only listen in Spotify.
Great Awkward
I did like the fact that Brene Brown coined the current landscape as the "great awkward" as many people are just trying find a way to be better and happier but really struggling to do so. As was also pointed out by Adam Grant and Simon Sinek there is a disparity on how leaders-senior management see their people and how the people really feel.
Optimism!
Although the main idea brought forward to the podcast was that many people are struggling it was also underlined that COVID had forced some people to rethink their work and lives in a good way.
I really liked this as generally with these kinds of podcasts and webinars it is quite easy for speakers to go the negative aspect of things. Hearing the positive aspect has made me feel hopeful.
On the note of positivity Simon Sinek's hopeful approach has also inspired me. His words were:
"I’m hoping all of this pushes us, is that it reinforces the human relationship in a very, very cave man way. In a very un-technological way, sitting in a room with someone and having an uncomfortable conversation and the other person knowing how to hold space for that uncomfortable conversation. Which includes joy and anxiety and all other things at the same time."
This was one of the most powerful messages. Having a non-technological discussion just being present with the matter at hand. Priceless!
Further in the episode Simon continued his hopeful and optimistic stance with the following words:
.".. vulnerability in the ’80s and ’90s? Thanks, but no, thanks. The fact that there’s demand for our work means that people are hungry for this. And that’s a good thing."
Toxic Culture
Adam Grant pointed out research by Donald Sull on Toxic Culture. One of the findings being that the main factor (10 times more than other cultural attributes including money) for people leaving companies is the toxic culture.
One of the main messages and learnings that corporates need to get from this is that if we want to attract and retain talent the culture has be improved into a humane environment.
I believe one of the strongest statements of the podcast was about the toxic high performers (or high-performing jerk as Brene Brown underlined 😊).
"If you have a system where you can be a high performer and toxic, then you have a broken system."
"You are not a high performer if you don’t make other people better, full stop."
Your job then as the leader or manager is to figure out what does it mean in your culture to make other people better? Do you need to share your knowledge freely? Do you need to mentor junior people? Do you need to set boundaries? Adam Grant
A warning from Simon Sinek for companies:
"...what so many businesses do is they take those stories [stories about high performing teams], and they try to make them into high performing individuals."
Another warning from Simon. Toxic People if coachable should be coached for improvement.
In my words not his is that leaders must be courageous and not be hypocrites with toxic people. Leaders tend to keep toxic people as they tend to deliver results. As Simon points out:
"...if you’re going to make a deal with the devil, if you’re going to eat lots of chocolate cake instead of exercising, you can do it for a little bit, you just can’t do it for long. "
The words of Adam Grant concluded the toxic culture part quite well :
"The most meaningful way to succeed is to help other people succeed."
Root Cause
I agree with Simon Sinek as he rightfully pointed the root cause to individualism. The individualism culture that has been fostered in the US in recent decades. Brene Brown strengthened this idea by stating that the need for people is pathologized as a weakness
My final words:
I listened to the podcast with hope for the future for all of us. Messages related to listening to each other, helping others, and setting boundaries for our well-being were immensely powerful.
Today's Article
- This week's article is “Is Quiet Quitting Real?" by Jim Harter.
- https://www.gallup.com/workplace/398306/quiet-quitting-real.aspx
- Main highlights from the article:
- At least half of the U.S. workforce is quiet quitting
- The workplace, amid the pandemic, got worse for younger workers
- Managers are essential to combatting quiet quitting
Today's Quote
As resurfaced by Readwise
“The best way to find yourself is to lose yourself in the service of others.”
Mahatma Gandhi