As a leader, how many times have you had your feelings hurt or been disillusioned by something that happened in the workplace? More importantly, did you say something about it?
If you’re like me, you might have let it go to avoid conflict. Worse yet, your corporate culture may reinforce that it’s not ok to disagree or deviate from the party line. That’s the message I heard after a major corporate acquisition. And I was pissed.
But what if? What if we started talking about our feelings in the workplace?
After that acquisition, I was ready to rally, to be part of the solution, but I didn’t feel like my team or I had a voice. I felt obligated to accept the changes without question, but my heart was telling me otherwise. If I could do it all over again, I would have created a safe space for all employees to share what they were feeling; to connect about the organizational changes.
In the aftermath of COVID, the racial unrest of 2020, and the heightened focus on DEI, we need connection more than ever. But folks might not know the way. The solution is to start sharing our feelings openly in the workplace. I understand that the idea of sharing feelings with co-workers can be uncomfortable. I’ve led teams through billion dollar mergers in a highly regulated industry, and I’m an attorney who happens to be very cerebral. But I can attest that out of these uncomfortable conversations comes healing. Out of healing comes alignment. And out of alignment comes productivity, engagement, innovation and growth.