The Power of Whole Self at Work
TSI is excited to be part of the MHFA ‘My Whole Self Campaign’ happening on March 12th. As part of this initiative, we’re diving into the Desert Island Favourites challenge to get to know each other better. We will be picturing ourselves stranded on a desert island, with the task of selecting one book, one song, and one luxury item to accompany us. We’ll be having a fun competition to guess each other’s choices, and there may even be some cake involved for those who fancy it! Embracing the idea of bringing your whole self to work, including your unique experiences and perspectives, has been shown to have a positive impact. But what does bringing one’s whole self to work actually mean?
The Meaning of Whole Self in the Workplace
It’s very clear that a lot of people don’t feel comfortable with what they think bringing one’s whole self to work means – sharing personal information at work – they go to work, to work! So, our challenge may strike fear into their hearts! But all may not be as it seems!
Psychologist William Kahn introduced the idea of bringing one’s whole self to work in the 1990’s, as one of three conditions for engagement, but the recent focus on EDI and the Covid pandemic have bought it back into focus. People have interpreted the notion in different ways. Bringing your whole self to work doesn’t necessarily mean oversharing personal information or stepping outside the boundaries of professionalism; rather, it encompasses creating a welcoming and inclusive environment where employees feel comfortable being their authentic selves. This can include:
- Feeling empowered to confidently share unique perspectives and opinions in the workplace, creating a positive impact on your team and the overall company culture.
- Building strong relationships with colleagues by showing a genuine interest in their well-being and making an effort to connect on a personal level. This can create a more positive and supportive work environment, leading to increased collaboration and productivity among team members.
- Creating an environment where diversity is celebrated, and individuals are respected for who they are without fear of judgment or discrimination. So that individuals can for example:
- Feel comfortable mentioning a same-sex partner during casual conversations and knowing you belong.
- Feel supported in taking time off to observe and celebrate religious holidays without any negative repercussions or discrimination. This includes having the flexibility to attend religious ceremonies or practices without feeling guilty or judged by colleagues or leaders.
- Organisations recognising the importance of work-life balance and understanding that employees have personal commitments and responsibilities outside of the workplace, rather than expecting them to be available 24/7.
According to Mike Robbins, author of Bring Your Whole Self to Work, our productivity, leadership skills, and overall satisfaction can be enhanced by embracing our authentic selves rather than concealing them. Embracing our authentic selves at work involves recognising our shared humanity, with all its vulnerabilities and imperfections. It requires us to step out of our comfort zones, express our thoughts, show empathy, seek assistance when needed, foster genuine connections, and allow our true selves to be seen.
The Importance of Authenticity in the Workplace
Embracing authenticity in your work environment can lead to a multitude of benefits for both personal well-being and the collective success of the organisation. It can improve morale, create strong teams, improve customer service, encourage innovation and create learning opportunities.
There are many ways this can be achieved here are a few ideas:
- Organisational Culture: Create a culture where judgement and discrimination are not tolerated and where every individual is respected and valued, regardless of their background, beliefs, or identity.
- Authentic Leadership: Leaders who model authenticity pave the way for their teams to do the same. They create safe spaces for self-expression and validate diverse perspectives, which is essential for nurturing creativity and innovation.
- Psychological Safety: Supporting authenticity at work creates a psychologically safe environment, where employees feel accepted and respected. This boosts confidence and fosters a more inclusive workplace.
- Active Listening: Truly concentrating on what colleagues say, picking up on non-verbal cues, and responding thoughtfully encourages authenticity.
- Acknowledgment of Shortcomings: Authentic organisations don’t shy away from admitting mistakes. They take responsibility and undertake reparative actions, which is crucial for maintaining trust.
- Valuing Experiences: Activities like corporate outings and brainstorming sessions not only bring employees together but also cultivate a strong sense of community.
- Living by Core Values: Authentic workplaces are steadfast in their values, which serve as the compass for all business and interpersonal interactions. During both stable and turbulent times, these values guide behaviour, ensuring consistency and reliability.
Conclusion
Bringing one’s whole self to work is primarily about embracing one’s true identity and values, and not just putting on a façade to fit in. In today’s world, where diversity, equity, and inclusion are at the forefront of discussions, the concept of bringing your whole self to work has taken on even greater importance. It is about creating an environment where everyone feels accepted and valued for who they are, without fear of judgement or discrimination.
That said, individuals should feel empowered to decide how much of themselves they want to bring to work. However, creating a workplace culture that encourages authenticity and openness will ultimately lead to greater engagement and productivity. When employees feel supported in sharing their true selves, they are more likely to feel valued and motivated to contribute their best work. In environments where people feel pressured to hide parts of who they are, overall morale and performance may suffer. Embracing authenticity not only fosters a more positive and inclusive work environment but also allows individuals to bring their unique perspectives and talents to the table.
As Mike Robbins says, “It’s simple, not easy”!
Discovering if individuals feel comfortable expressing their true selves in your organisation can be achieved through an employee engagement survey. Our experienced team is available to assist in formulating impactful survey questions for deeper insights. Contact us today! -info@surveyinitiative.co.uk
https://www.nytimes.com/2022/09/25/opinion/business-economics/work-office-whole-self.html
https://mike-robbins.com/tedxberkeley
https://www.shortform.com/blog/bring-your-whole-self-to-work/
https://hbr.org/2021/02/how-much-of-your-authentic-self-should-you-really-bring-to-work
https://www.ccl.org/articles/leading-effectively-articles/what-is-psychological-safety-at-work/
https://www.thecampbellinstitute.org/personal-engagement-and-psychological-safety/