Have you noticed how organizations and relationships are like individual people. In an organization, particularly one that isn’t very healthy, one or two of the work force can see that things aren’t right but their small voice is drowned out by the desperate efforts to shore up the status quo. I was talking to a friend the other day who can see it happening at her work. The boss gathers everyone together and they focus on the little things that went well rather than the ‘elephant in the room’ that numbers of customers are dwindling. The same happens in lots of organizations that don’t necessarily listen to the staff.

Now take that analogy to the body. Doctors and physios will often help treat physical symptoms. But if a lot of people were honest with themselves there are plenty of other ‘tells’ that things might not be functioning properly. If they listened carefully or took time to watch their behaviour they would be able to tell when they were a little stressed. Those who do activities that help them ‘listen’ to their bodies and thoughts – mindulness, yoga, tai chi etc – seem to be happier about themselves. They’re spending a little more time listening to themselves so, just like the racing driver or helicopter pilot who listens to his steed (trust me, even in a Chinook with more noise going on than a chainsaw eating a corrugated iron shed, any odd noises ‘out of the ordinary’ are enough for crew to take the safe option and walk home) we should spend more time listening.

As an aside I was at a coaches’ gathering recently (lots of people listening vary carefully to each other) and one of my biggest take-aways was that silence was OK. A lot of my coaching with the RAF has been very much about ‘sticking plaster’ sessions to get the students ‘back in the saddle’, but there is a huge benefit from just allowing the client space and time to think. People are like onions. The first answer they give is the one nearest the surface, often the one they think they should give. Only if forced to listen deeper, to that ‘still small voice of calm’, will they hear what’s really going on. As you know a worker in an organization, if not listened to properly will react in one of two ways: either kick off and cause trouble, withdraw offering only what is demanded rather than what she could. Any organization where employees are doing the minimum is not very healthy.

How healthy is yours?

For further thoughts and comments have a rummage around on the Inflow Performance Facebook page or the Facebook group ‘Breaking Free’ I’ve set up. I’m still putting it all together so would love your thoughts.

Jason