Have you ever felt truly seen? Perhaps the romantic gaze of a secret admirer from across the room? Perhaps a boss, colleague or friend who acknowledged your best efforts, talents and achievements? Perhaps an encounter where you felt exposed, vulnerable – and yet accepted? There’s something about being seen that can be and feel tremendously affirming, reassuring and life-giving. In some cultures, it’s as if we don’t truly exist until seen by another; whether that be e.g. God, a lover, a friend or a family member. In some deep existential way, I know that I am because you perceive me.
Consider the alternative: how it is to be and to feel unseen, ignored or invisible. It’s as if, somehow, our very humanity, value and existence can be unrecognised, marginalised or diminished. It can feel socially, psychologically and existentially alienating. I was struck, therefore, by the moving example of a student friend in the Philippines this week who spontaneously stepped outside her own world. This girl visited and said hello to some of the poorest people who live in shacks at the roadside beside her college. In this simple-yet-profound act she saw the unseen and, in doing so, the invisible became visible.
I believe there are parallels in our organisations here. I think back to some amazing leaders and colleagues who have seen me, often spotting gifting and potential that was not-yet-alive in my own awareness. I also think back to places that have felt stifled by hierarchy and bureaucracy, where people were viewed by job titles and as employees rather than as whole, creative, wonderfully-complex human beings. As leader, coach, OD or trainer, who do you see and not-see? What have been your best/worst examples of seeing and being-seen? What can you do to see the unseen..?
If you’ve ever lost a set of keys, you’ll know how frustrating it can be. I once left my keys in the ignition switch of a car. I could see them through the driver’s window dangling tantalisingly at me but couldn’t get inside the locked car to retrieve them. More recently, I moved house and found a whole container of keys that I couldn’t recall ever using. I had kept them in a safe place but now couldn’t remember what they were for. I left them with some trepidation, hopeful that the new owners could use them yet nervous that at some point in the future I may discover I need them.
The thing about keys is that they unlock things. (They lock things too but I’m going to focus for now on the unlocking part). Without they key, whoever or whatever lays behind the locked-lock is there all the same and yet inaccessible and unavailable to us. In that sense, insofar as our connection with who or what lays behind the lock is concerned, it’s as if they or it exists for us only in potential. Our reasons for locking are interesting too. We sometimes lock to keep things safe; at other times we lock to keep ourselves or others safe. In effect, a key can be a means for release or for constraint.
I think there’s a useful metaphor here. In organisations, groups and people, who or what lays locked away that, if released, could become, enable or achieve great things? Who or what are the keys that could unlock, resource or set free that amazing hope and potential? I believe this is a treasure that leadership, coaching, OD and training can bring. It’s about being present, reaching out, listening, being curious, posing questions, sharing ideas, taking risks, trusting intuitions. In biblical terms, it’s about spotting and nurturing God-given gifts and talent. Are you the key to someone’s lock..?
Nick is a psychological coach, trainer and OD consultant with over 20,000 followers on LinkedIn. How can I help you? Get in touch! firstname.lastname@example.org