Keeping the humanness at work when using Reality-Based Leadership

Summary

In this episode of the Reality Based Leadership podcast, S Wakeman and Alex Dore discuss the misconception that eliminating drama in the workplace leads to a loss of humanness. They argue that by using reality-based leadership tools, employees can transcend the ego-driven drama and tap into their authentic, compassionate selves, fostering a more supportive and innovative work environment. The hosts emphasize the importance of validating feelings while challenging the stories behind them, encouraging leaders to help their teams move beyond limitations and towards greater impact.

Takeaways

• 🤝 The fear of removing drama from the workplace is a concern for many, as they worry it may lead to a loss of humanness and emotional expression.
• 💡 Reality Based Leadership (RBL) aims to diminish drama, not human emotions, encouraging a more evolved expression of humanness in the workplace.
• 🧠 The human brain has a tendency to default to drama, but RBL tools help raise awareness and guide individuals to move beyond these patterns.
• 🌟 Instead of being robots, people who practice RBL can tap into a more evolved version of themselves, using their full intelligence and emotional capacity.
• 🚫 The concept of 'bringing your whole self to work' is challenged; instead, it's encouraged to bring your 'most evolved self', leaving behind primitive reactions.
• 🧐 RBL encourages individuals to question their stories and feelings, reducing the charge of emotions that are based on assumptions or grievances.
• 🛠️ The 'Edit Your Story' tool helps in breaking down large emotions to their factual core, which can then guide clear and purposeful action.
• 💖 After removing drama, the true humanness emerges, which includes increased compassion, kindness, and the desire to find win-win solutions.
• 🔄 The natural state of humans is to be accountable, innovative, and emotionally rich, which is achieved when drama and ego are set aside.
• 🌈 RBL practices lead to a workplace where people feel more connected, supported, and engaged, focusing on shared dreams and positive contributions.

Q & A

What is the main concern discussed in the podcast about reality-based leadership?

The main concern discussed is the fear that by reducing drama in the workplace, leaders might also reduce the humanness, leading to a robotic work environment where employees cannot express emotions or have their needs met.

How does the podcast address the misconception that reducing drama leads to a lack of humanness?

The podcast explains that reducing drama does not equate to removing humanness. Instead, it's about raising awareness of the human condition and gently moving beyond it, using tools and strategies to think differently and maintain human connection.

What does the term 'Human Condition' refer to in the context of the podcast?

In the podcast, 'Human Condition' refers to the innate human tendencies to default to drama, which can lead to patterns of behavior that are not productive or healthy in a workplace setting.

What is the significance of 'thinking inside the box' in the context of maintaining humanness in the workplace?

'Thinking inside the box' is a tool that encourages leaders to work within the constraints of reality-based leadership (RBL) while still maintaining their humanity. It's about finding the balance between using RBL tools and staying authentically human.

How does the podcast suggest leaders validate employees' experiences without validating their faulty sense-making?

Leaders are encouraged to acknowledge and validate the feelings employees have, such as frustration or discomfort, but to challenge the stories and assumptions that employees make about their experiences. This helps employees question their thinking and move towards a more productive mindset.

What is the role of emotions in a drama-free workplace according to the podcast?

In a drama-free workplace, emotions are not suppressed but rather channeled in a constructive way. Emotions based on stories and assumptions are reduced, but genuine human emotions like compassion, joy, and the desire to help others are enhanced.

How does the podcast differentiate between 'feelings' and 'drama'?

According to the podcast, 'feelings' are genuine emotional responses that can be acknowledged and validated, while 'drama' arises from stories, judgments, and assumptions that are often based on things that haven't happened or are speculative in nature.

What advice does the podcast give to leaders about dealing with their own feelings and biases?

Leaders are advised to work on their own biases, feel their feelings, and use the tools of reality-based leadership on themselves first. This self-awareness and practice enable them to better help their teams manage their emotions and thoughts effectively.

How does the podcast suggest using the 'edit your story' tool to deal with strong emotions?

The 'edit your story' tool involves breaking down a big, emotionally charged story into factual elements. This process can help individuals identify the core feelings without the weight of the story, which can then lead to clear action or a better understanding of how to respond to the situation.

What is the ultimate goal of reality-based leadership as presented in the podcast?

The ultimate goal of reality-based leadership is to create a workplace where people can be their most evolved selves, fostering a culture of accountability, innovation, and compassion. It's about transcending the limitations of the human condition to unlock greater potential and impact in the world.

How does the podcast suggest leaders foster a more human workplace?

Leaders are encouraged to build relationships, connect with their teams on a personal level, validate experiences, and use reality-based leadership tools to help team members move beyond barriers. This approach helps uncover the authentic humanness that ego often hides, leading to a more supportive and impactful work environment.