Will Bowen’s 21-Day complaint free challenge has been getting a lot of media attention lately. It made me wonder why people are finding this challenge so challenging. We, as a society, must be getting something out of complaining or it would be much easier to just stop. How does complaining benefit us?
Both complaining and gossip are two sides of the same coin. Complaining is a means of pushing back against something in our outside world. It is a use of our linear power to assert our will, even agains the will of others. The power comes from getting people to turn against something and forcing change through greater numbers. But can be a lazy form of action, pointing out flaws and hoping others will pick up the cause and actually make the change.
Gossip is a shadow behaviour in the circular world. It often is initiated by a person who has a feeling of disconnection, and s/he generates more disconnection by spreading disconnecting feelings to others. Saying things about other people’s nature or behaviour that is positive is not called gossip. It’s called support.
When complaints and gossip happen at work, they break bonds between co-workers. As Will Bowen explains, complaint filled workplaces can become toxic, unproductive, miserable places to be.
We all know neither a culture nor habits are changed over night. Research shows it takes 21 days to break a habit. (Perfect timing for a challenge.) But when we start relating to each other from a positive approach, we will find we are not only more productive, but we also will discover the authentic relationships we’ve been looking for.
What purposes do complaining and gossip serve in your workplace?
What are some positive approaches to belonging and connecting to colleagues you have found successful?
Jim Hemerling’s Ted Talk illustrates just how inevitable change is in all aspects of our lives. Its our approach to change that makes all the difference. Personal transformation is seen as an exciting adventure. It motivates people to become better; inspires them to see change as a positive goal.
When organisational change is thrust upon us, we often fear the consequences. Its always easier to accept change when we make the decision to change. But how can organisations continue to run a business and make tough decisions, which often require changes, while creating a culture where change is embraced?
My thought is to change the approach first. Jim Hemerling suggests leaders approach organisational change by putting people first. His five imperatives for putting people first are: inspire through purpose; go all in; give them the tools to succeed;create a culture of continued learning; and have a clear, accountable vision.
Creating a circular thinking work place won’t happen over night. Habits are hard to break. However, when people feel included, wanted, and valued you will be surprised on how fast fear is replaced with trust.
UPDATE: Oct. 28, 2016 Single Track to Success was chosen as 1 of 8 finalists for the million dollar Arctic Inspiration Prize. Wishing them continued luck!
Jane Koepke founded Single Track to Success to be a place where the Yukon’s First Nations youth could find pride in their ancestral land, meaningful employment, along with a sense of well being through trail building and mountain biking. Kim was honoured to be an advisor to the management team getting the project off the ground.
Now they are in the running for the Arctic Inspiration Prize. This is a million dollar prize awarded yearly. The prize is awarded to groups who are putting the unique arctic knowledge to use in their communities. Single Track to Success was nominated for this prestigious award and we couldn’t be more proud of them.
Follow their journey on their Facebook Page and cheer them on with us.
When companies place their employees on the top of their priority list, profits follow. These three companies demonstrate how a business culture based on the circular traits of relationships, humanity, happiness, and openness can deliver the linear measurements of success owners seek (profits, bottom line, etc.) as a side-effect.
These companies all have one thing in common: They established a culture where people come before profits. The employees they hire feel valued as whole human beings not just machines. This leads to more passion, greater engagement, and increased diversity and inclusion which ultimately results in a successful business however you define success.