It takes all sorts… like never before.

We humans are peculiar creatures. We have so many innate behaviours and peculiarities that we sometimes end up fighting against what is probably best for us.

This battle can show itself in many ways.

For example, we can really enjoy a certain food (let's say a tomato) which we always use as an ingredient. One rotten tomato and we can be put off forevermore. We can love a certain author, but one poor novel can lead to us not being so keen to pick up their next offering.

In being willing to fight our instincts, are we potentially making life difficult for ourselves for no good reason?

Perhaps a more pertinent question is, why do we do this? Is it down to evolution, where lack of trust could have led to danger for the whole tribe?

Is it simply an unintended consequence of too much choice in terms of ingredients or books to read?

Ingredients and books are two relatively harmless examples of us not having enough faith and trust to fight our instincts. However, this lack of trust can be far more troublesome if it hampers your own development, the development of others or the growth of your organisation.

What does this lack of trust look like at your place of work?

Is it the unwillingness of leaders to listen to anyone who might be the voice of dissent? Is it complete disregard for the so-called gnarled veteran who doesn’t toe the party line or fit the brand? Is it the lack of opportunity for staff to demonstrate their knowledge and worth? Is it the inability to disagree well? Could it be the lack of compassion and kindness?

I cannot answer all of these questions, but I can say without doubt that we just need to accept that people we have previously mistrusted may actually be correct. These people are often shelved to gather dust in organisations, with their views neither sought nor respected.

This is a huge red flag in your organisational culture if this is the case.

The best places to work have created enough of what I would describe as ‘cultural bandwidth’ to be able to see the benefits of harnessing the thoughts and views of all staff and all personality types - it truly takes all sorts.

Alongside being culturally sound, there is a huge financial risk in not harvesting the views, ideas and thoughts of everyone. Poor organisations quite often have to buy in knowledge and experience that they actually already have in their midst. This cultural abyss costs money, and money does not appear to be in abundance in the sectors that I am involved in. If any of the themes mentioned in this blog ring true in your organisation, then please do contact me for a free (and without prejudice) consultation.