Something interesting happened in Massachusetts recently, something that points to a larger tectonic shift in our society. In a state where the majority of voters affiliate with neither major political party, a Republican who was noticeably reticent to be labeled as such, won an election that no one expected him to win.
Don’t worry. This is not (repeat, NOT) a post about politics. Nor is it a post about religion. But, have you noticed the degree to which people are disassociating from the major organizations in their lives – political parties, and yes, traditional churches? At the same time that fewer and fewer of us choose to associate with either donkeys or elephants, the same is happening with traditional, dogma-dominated churches, much to the delight of the Rick Warrens and Joel Osteens of the world.
But it doesn’t stop there. The third leg of the institutional stool in our lives, our employers, is likewise being swept into the corner of disregard. Not long ago, when you asked someone what they did for a living, they proudly replied that they were a nurse at Baptist Hospital, a welder at GM, or a pilot at American Airlines. Today, not so much. With almost no tip of the cap to the organization, we hear that they are a systems engineer, physical therapist, bartender, or SEO consultant, whatever that is. In a growing number of cases, the disengagement is more active and out in the open. Think late night comedy.
More so than any other factor, this institutional disengagement owes to a crisis of trust. Simply put, whether a government, political party, church, or corporation, we no longer trust the entity to behave in a manner consistent with its espoused purpose and principles.
I can’t speak for the politicians or preachers, but for those of us in the business world, the path is pretty clear. In the post-AIG world, it is pointless for us to ask or expect people to regain trust any time soon in our institutions. If and when it comes, it will be on the back of individual leaders who, one at a time, are doing the things necessary to regain the benefit of the doubt of their followers. More than just waiting and wishing them (us) luck, there are things we can do to support this effort:
- For going on three years, our training budgets have been slashed to the bone as we’ve operated on the premise that we can work our way out of a bad economy by dumbing down the organization. It’s high time we resume funding development activity, most particularly for our young leaders who need it the most. If you can’t yet fund system wide training, invest in some coaching for your more promising folks.
- On the premise that people would rather watch than hear a sermon, each of us must redouble our commitment to keeping our promises. If we would spend half as much time making our word our bond as we do wordsmithing and putting the right spin on our words, we would be miles ahead.
- We need to do a much better job of recognizing and rewarding those leaders who consistently earn the benefit of the doubt, and, dealing with those who don’t.
The path is long and mostly uphill, but it’s not going to get any easier over time. Let’s get going.
Godspeed!
*****
A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com, or follow him on Twitter at http://twitter.com/ContentedCows
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Halogen Software, a really cool Human Resources software company headquartered in Ottawa, Canada, has added a feature to their website called