I am just not feeling it. – Feeling as a way to grow into a future-proof organization.
Emotions are deeply human. They are pathways towards a better understanding of where to go and which routes to avoid. They are deeply entwined with our intuition and our feeling of self. Yet, when we look at today’s working world, we quickly notice that emotions, feelings and intuition come second to measurability, analytics and KPI`s or OKRs. Let’s take a more holistic view of organisations and try to see the chances that lie in inviting the human being with their rationality as well as their emotions to the workplace.
Large organisations cater to the left side of the brain that relies hugely on predictability and numerics. Strategies are developed to fit pre-defined and measurable goals. Processes are tailored to realise these goals. And people in organisations orientate their action towards reaching pre-defined KPIs. This is a great way to streamline productivity, but also a huge potential to lose visions, creativity and ideas on the way.
Large organisations cater to the left side of the brain that relies hugely on predictability and numerics.
Our world would not be where it is, had it not been managed by rationality, measurability and predictability. Managing large organisations and many different people within these organisations is a huge challenge and it is those predictable organisational designs that have in parts made the world of the 21st century possible. They have provided the grounding seeds for wealth, education and growth, esp. in the Western world.
Our world would not be where it is, had it not been managed by rationality, measurability and predictability.
And to grow, we want, right? Yet, what does growth mean in days, where the youth questions the morals of their parents and grandparents; where the climate change makes us question if your traditional measures are still enough; and where the digital transformation necessitates new ways of collaboration that do not fit the traditional organisational structures any longer.
We live in a world that needs more visionaries, creatives and idea providers than ever.
We live in a world that needs more visionaries, creatives and idea providers than ever.Does that imply that organisations have to re-think their strategies, structures, processes and measures? Does it mean that we need new definitions of growth that go far beyond “traditional, capitalistic notions”? Yes, it does.
So, where to start?
It appears this change has long started. While it has been brought about by analytics and measurability, it is being carried along by emotions. The Fridays for Future movements are, while rooted in scientific data, emotional claims for a great future – and who would like to argue that we do not all have a right to a great future?
The Fridays for Future movements are, while rooted in scientific data, emotional claims for a great future.
The digital transformation or the New Tech era has definitely triggered a lot of emotions in various directions. While some see the chances and promote grand visions, others fear to fall behind and face uncertainty of what to expect from the future.
In any feeling that is expressed there is a huge potential for insights and growth on an organisational as well as societal level. This brings us back to organisations, measurability and analytics; or in other words: Measures are no longer enough, if they do not foster open dialogues that make space for emotions as well as ratio.
In any feeling that is expressed there is a huge potential for insights and growth on an organisational as well as societal level.
More than ever, leaders and managers are needed to listen empathetically and to be okay with feelings in the workplace and beyond. This is how they truly meet the people they are interacting with. This is how they tap into everyone’s individual potential by giving them the feeling to be seen.
At the same time, every human being in the workplace is invited to share what they feel and to ask for being heard. This is everyone’s chance to take on leadership and responsibility from within. This is our chance to grow and mature together.
At the same time, every human being in the workplace is invited to share what they feel and to ask for being heard.
Ultimately, this is an opportunity to take a more holistic perspective on what it means to be human in our new tech era. Humans are rational as well as emotional. Being human is feeling as well as thinking. In fact, no decision is ever made without feeling anyways. So why not be open about it right away?
I am looking forward to your thoughts on the topic. Feel free to share them in the comments.
About the author:
Dr. Martina Dopfer is CEO & Co-founder of mynd:way. mynd:way accompanies companies to transform into future-proof organizations by fostering humanity and agility. It offers fully digitalized mindfulness and agility trainings for employees, leaders, and teams.
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TAKE OUR HAPPINESS AT WORK – TEST
If you are curious to learn how you currently feel at work, we would love to invite you to do our short “Happiness at work-Test” in this LINK. Feel free to share it with your team. (If you have done it already, great job!)
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OUR MYND:WAYS
Our mynd:ful YOU and mynd:ful TEAM journeys are designed to foster mindfulness, agility and collaboration in the modern workplace. During those journeys, we apply tools for self-reflection on strengths, weaknesses and your ideal role. We practice mindful communication and jointly reflect what purpose and values actually mean to us. The goals of these journeys are to foster important skill sets for the digital age in an easily applicable way.
Find out more about our mynd:way method in our book “Achtsamkeit und Innovation in integrierten Organisationen“.
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