The UK is going through an unprecedented period of democratic turmoil. It’s not just the EU-Brexit debate. It’s about how to handle difference: how to balance the right to freedom of speech with the right to freedom from harm. It’s a debate that has erupted in earnest on university campus’ recently where proponents of critical debate are clashing with proponents of ‘safe space’. How to conduct rigorous debate that doesn’t result in people feeling offended, hurt, vulnerable or at risk.
I’m noticing similar phenomena and tensions arising in organisations too. The advent and rapid of development of e.g. social media have created new forms of leadership and engagement that depend less on formal authority and more on networks of influence. Social media conversations are typically less formal, more open than traditional organisational conversations. This can leave some people worried about offending customers, hurting profits, brand vulnerability or reputation risk.
At the heart of these debates are questions around identity, values, protection and trust. When faced with difference or change, especially if it feels unsettling or dangerous, it can trigger fight or flight, a defensive response, a desire to withdraw from, stop, close down or minimise the source of anxiety or risk. It’s a posture that is often driven by – fear. An alternative can be to lean into the conversation, the relationship, to be curious, to invite challenge, to take a posture of – hope.
This takes courage. I worked with one organisation that had the strapline, ‘Connecting People’. It created a staff newsletter, ‘Connect’ and included, on the back page, a column called, ‘Disconnect’. It positively encouraged people to post their irritations and frustrations. I’ve seen other organisations do similar things too, inviting people through e.g. social media to engage in open and honest conversations about things that matter and to co-create solutions. So – what’s your stance?
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