Make yours a work place where people can be themselves

Embrace difference and authenticity as the core ingredients to creativity and success

This comes from the RAW Network Manifesto.  It is a fantastic aspiration and I love it!

Let’s face it, who doesn’t want to feel that they belong, they can contribute unreservedly and to the best of their ability .... and that’s probably not as easy to implement as it may sound! There are many things that need to be considered when you want to create a workplace where people can really be themselves, where everyone embraces difference and authenticity.

What are the differences in your organisation? Do you know if anyone feels they can’t be themselves at work? Will everyone embrace this aspiration and be authentic in the living of this as a core value?

Do you know if colleagues are authentic? Can you/do you need to become more authentic yourself? And how much of your authentic self should you bring to work?

There is a balance to work out here. Coming to work totally unfiltered will probably not work but being open and honest about how you feel at certain times probably will. This will take practice, and if this is not how people normally show themselves in your organisation, can feel rather scary. You might not feel you know your colleagues well enough for you to show vulnerability, but my experience is that if you do, this is what helps others feel able to do the same. And getting to know your colleagues is also helpful because having conversations that are more meaningful than say, conversations about the weather, helps to build strong connections and helps foster a more open and authentic space where people can be more/bring more of themselves. It helps to create an environment where people are willing to share their ideas and creativity, which opens up the possibility of better and innovative solutions to challenges and problems.

So where do you start? What would really help this aspiration to gain traction in your organisation?

My own experience of having someone supporting me, when trying to work out how to bring more of myself to a complex situation was really helpful. The sessions have had a significant impact on my work as well as being an excellent use of the time invested. It helped me to have a safe space to test ideas, get encouragement to keep going and get constructive feedback. It also helped me grow in confidence to have the difficult conversations that are needed now and again in organisations.

“My one-to-one sessions have boosted my effectiveness and productivity.  I am actively choosing when and where not to intervene, allowing others to step up and in.  Freeing me to focus on activities that make best use of my skills and experience, allowing me to lead more and manage less.  The time saved I have been able to engage in more rewarding, impactful, future focused conversations, including my own development”

There are any number of conferences, websites, podcasts, and consultants you can access for inspiration but in my opinion that is no substitute for a 1-1 speaking partner, which is also cost effective and makes financial sense if you don’t have big budgets to support your strategies.

A lot of people I know professionally benefit enormously from 1-1 support and in my opinion should be offered in all organisations.

“It has helped me keep my thinking out of the detail and see the wider issues” 

Trust obviously represents a core element in a 1-1 relationship along with accurate and honest guidance. Here are 4 more elements your 1-1 support should bring:

• Growth

Your 1-1 support should encourage and enable your professional or personal development.

• Source of knowledge

Your 1-1 supporter should provide specific insights and information that can enable your success.

• Willingness to listen

Your 1-1 supporter should provide unbiased advice or opinions using their relevant knowledge and experience.

• Relevant experience

When possible, you should choose a 1-1 supporter who has the experience relevant to your goals. 

“I have found this to be a huge benefit and undoubtedly it has helped me make better business decisions and better challenge the status quo of the environment around me” 

As I said in the beginning, this is not an easy nut to crack but even just starting the conversations around being yourself at work must be worth it. It might not be all about finding the absolute answers to how right away - but starting with an exploration is key. We know that encouraging conversations of this kind across an organisation actively encourages innovation and creativity.

There is an excellent book by Nancy Kline, The promise that changes everything: I won’t interrupt you, which explores the idea that by making this promise to our colleagues (and loved ones) we can deepen our relationships, increase our productivity, and enjoy deeper, richer conversations. Well worth reading!

“I have better relationships with my team because of my one-to-one sessions.  I’ve no doubt that this is having an impact on my ability to have open and honest conversations with others in my team, knowing that I’m acting out of positive intent” 

Someone I know recently said to me; answers are not answers; they are possibilities, context is all. Something else to bear in mind if you set out on this journey. 

Lise Ribeiro

Learn more about the Oasis Raw Network. Contact us for more information on how we can help embed employee wellbeing through our oasis counselling services.