One of the biggest challenges that most businesses face is the notion of an identity crisis. No, I’m not talking about multiple-personality disorder, though the effects of such behavior can share the same destructive consequences. By identity crisis, I am referring to the notion of separation that different groups within an organization create. Rather than viewing a company as a whole, it is much more convenient to perceive distance and un-identification. This allows workers to blame shortcomings or difficulties on management, while management simultaneously blames failure to meet deadlines or outperform the competition on workers. Differences are highlighted, instead of similarities. A cycle of negativity is created, harming everyone within the loop. Anyone who has worked within an organizational structure has encountered this divisive thought process, though what is less obvious is the amount of energy it consumes.
The Law of Conservation of Energy, a concept of physics, states that all the energy within a system can neither be created nor destroyed. Energy can be transformed or redirected, but never can it multiply or cease to be. Organizations should take a lesson from this scientific principle. For those seeking change, finding the necessary energy is the greatest obstacle.
The short answer is that all the necessary momentum is already present, it simply needs redirection. The Key: reroute the negative energy wasted by a perception of separation into a channel for positive identification as a whole. Ending internal struggle will have an amazing effect on the external environment.
Would you intentionally poke yourself in the hand with a knife? Of course not! But if the head and brain perceive themselves as a different identity from the arm, such conflicting behavior could understandably occur. By shifting focus of perception and understanding, we can prevent and heal organizational self-destruction. Greater gains in relationships and understanding are only a few of the benefits that will emerge when the “Us” versus “Them” mentality is eliminated.
How specifically can the organization come to recognize its collective identity? It begins by establishing common goals and desires. Reasonably, every individual shares the search for prosperity, security, and a sense of belonging. Desires make up only a small part of the common traits within your business. How will we find other commonalities? Only by asking and listening to all of the component groups. In doing so, we’ll find more similarities than we ever imagined possible.
Identity crises are common in a majority of business atmospheres, and they most often are not intentional. Automatic thought processes create the majority of separation and dysfunction in the work environment. Narrowing the gaps and distances between each other begins with the individual. By consciously recognizing divisive thoughts as they arise, and substituting focus on commonalities, a collective identity shift is set in motion.
Building walls and shutting each other off will not create solutions to the global problems we are faced with today. Degrees of difference will always exist, though when aligning along a shared identity, notice how much less of an impact and importance they will have. Still don’t believe it’s possible? I challenge all of us to try, lead by example, and prove it to ourselves. A small spark is all that is required to set a field ablaze. Ignite the spark within yourself and see how it spreads.
-David Slipher Communications Coordinator, Namastera
