‘Britons’ top three favourite accents are Irish, Welsh and Geordie. The least favourite are Brummie, Scouse and Cockney. People with a Yorkshire and Welsh twang sound the happiest followed by Scouse. The Southeast sound the most intelligent and Glaswegians sound the angriest.’ (Howarth, Dec 2017)
Isn’t it interesting that accents carry such connotations and evoke such feelings? I arrived some years ago at London School of Theology in the South of England as a new student. It was a daunting experience: that first-day-at-school feeling. At the first evening meal, I heard another student speak with a Northern accent and instantly connected with him. We became great friends. It was as if our common accent gave us a deep point of contact – a ‘secure base’ (Bowlby) in an alien environment.
Accents, like other cultural distinctives, create and sustain a sense of unique identity and belonging. They distinguish 'us' from 'them', creating a socio-psychological boundary, an existential and emotional safety barrier, a metaphorical extended family, in the midst of a larger and potentially overwhelming complexity. I remember moving to a new area to engage in community development work. I had to learn the local accent convincingly in order to be accepted by local people. Accent influenced trust.
Accents can serve as a useful metaphor for cultural issues in organisations too. Here are some useful questions for leaders, OD practitioners and coaches: What functions as a secure base for people in this team/organisation? What brings hope and fulfilment here - or provokes anxiety or resistance if threatened? Where, when and how have helpful boundaries in this organisation become unhelpful barriers? Where may I need to learn a new ‘accent’ in order to build credibility and relationship?
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