Welcome back, Humanness Heroes! In our series so far, we’ve delved into how humanness not only enhances emotional intelligence within project teams but also ensures that the individuals behind professional roles are valued and recognized for their unique contributions. Each post has built upon the idea that at the heart of successful projects and leadership lies a core respect for the human elements—emotions, aspirations, and personal stories.
Today, however, we pause our scheduled discussion on how humanness can ignite creativity and innovation. Instead, we shift our focus to a compelling and cautionary tale. This post is dedicated to Bekah, a Community Engagement Specialist, whose experience starkly illustrates the consequences when the principles of humanness are overlooked in the rush of corporate objectives. Her story, though unique, holds lessons that resonate with all of us in our roles as leaders, managers, and professionals responsible for team dynamics, employee engagement, and project team (or organizational) culture.
Bekah’s story is a critical interlude in our series, reminding us of the severe impacts that can arise from a disconnect between our proclaimed values and our actions. As we unfold her journey, it’s an opportunity for us to reflect on the essential need for a sustained commitment to humanness across all levels of an organization. It’s a narrative that urges us not to forget the individual amidst the hustle.
Join me as we explore this story to see how a lack of humanness can lead to profound personal and organizational loss. This deviation promises to enrich our understanding of humanness in the workplace and reinforce why it’s indispensable.
Bekah’s Story
Bekah, a Community Engagement Specialist, was brimming with enthusiasm and potential when she joined a renowned nonprofit organization spearheading crucial community programs. Her role was described as a significant step up from her previous position, promising leadership opportunities and the chance to implement impactful initiatives using her recently acquired MBA skills.
Upon hiring, Bekah was drawn to promises of a dynamic team environment and the opportunity to lead projects that matched her passion and academic expertise. These assurances were pivotal in her decision to leave a stable job, anticipating a role that would both challenge her and allow her to grow.
However, the reality of her new position quickly diverged from these expectations. Bekah found herself in an environment overwhelmed by busyness, where deadlines were the relentless focus. Though comprised of well-intentioned professionals, the team often bypassed the nurturing of human connections due to pressing project timelines and deliverable demands. Bekah struggled to find her footing as her attempts to integrate and contribute meaningfully were stifled by her colleagues’ sheer pace and fragmented attention.
A critical moment came when Bekah was unintentionally left out of a major project bid—a project she was ideally suited for and had been instrumental in preparing. The oversight was not a result of malice but rather indicative of a deeper systemic issue within the team: a lack of communication and recognition of each member’s role and potential contributions. When Bekah discovered her exclusion, it was only after the bid had already been submitted and won. Furthermore, her exclusion had been communicated to her in a manner lacking both sensitivity and regard for her deep personal investment in the project.
The impact of this exclusion was profound. Feeling undervalued and sidelined, Bekah questioned her place within the team and the authenticity of the organization’s commitment to its employees’ development. The culmination of these experiences led to her decision to resign—a decision so painful that she requested to shorten her customary two-week notice period, eager to escape an environment that had become intolerable.
This sequence of events unfolded over just thirteen months, but the repercussions for both Bekah and the organization were lasting. The nonprofit not only lost a passionate and skilled community engagement specialist but also suffered a blow to team morale and an erosion of trust in leadership.
Bekah’s story is a poignant reminder of what can be lost when organizations fail to live up to the humanness they espouse. It underscores the necessity of genuine engagement with team members and the critical importance of fulfilling their promises. It illustrates starkly that when we lose the human, we lose their skills, trust, creativity, and the myriad of other intangible benefits they bring to our collective table. Let’s delve further into two key lessons.
Lesson 1: The Irreplaceable Human Element
The skills come with the human…lose the human, lose their skills and every other great thing about them!
Bekah’s departure from the organization highlights a fundamental truth: the human element is irreplaceable. Beyond losing her professional skills, the organization lost a person who brought enthusiasm, creativity, and a deep commitment to community engagement. This loss extends beyond mere job function; it encompasses the innovative ideas and passion she brought to her role, qualities that are not readily replaceable and are essential for fostering a dynamic and innovative workplace.
The consequences of Bekah’s underutilization were felt organization-wide. Team morale suffered as colleagues saw a disconnect between the organization’s stated values and its actions, eroding trust and diminishing overall team spirit. Moreover, replacing Bekah involves the tangible costs of hiring and training and the intangible challenge of rebuilding trust and team dynamics disrupted by her exit.
This situation underscores the need for leaders to genuinely recognize and nurture the potential within their teams. Valuing each team member for their unique contributions and providing opportunities for growth can prevent the loss of irreplaceable talents and enhance the organization’s overall success. The lessons from Bekah’s story are clear: neglecting the human element and succumbing to excessive busyness can lead to significant organizational and personal losses.
Lesson 2: The Perils of Excessive Busyness
Excessive busyness is a killer of great humanness in any environment.
Bekah’s story vividly illustrates how excessive busyness can be detrimental to an organization’s health and its capacity for innovation. In her case, the relentless focus on immediate deadlines and project deliverables led to significant oversight—the failure to integrate and properly utilize a key team member’s skills and insights. This resulted in a personal loss for Bekah, who felt undervalued and isolated, and a professional setback for the organization, which missed out on the benefits of her expertise and fresh ideas. This is a stark reminder of the potential risks of neglecting the human element in our organizations.
The environment of constant busyness stifles creativity and innovation by not allowing time for team members to reflect, collaborate, and engage deeply with their work. When teams are overly focused on ticking off tasks, they often overlook the power of meaningful interactions that foster a culture of innovation and engagement. This can lead to a cycle where quick fixes and superficial completions become the norm rather than thoughtfully crafted solutions and truly beneficial in the long term.
To counteract the perils of excessive busyness, organizations must strive to balance operational efficiency with sufficient time for team members to explore creative solutions and develop professionally. Encouraging a culture that values deep work and thoughtful engagement over mere output enhances job satisfaction and drives better outcomes, ensuring that the organization’s human capital is being fully actualized. This is a crucial reminder that the success of any organization is not just about meeting deadlines and ticking off tasks, but also about fostering a culture that values and nurtures its human capital.
My Closing Thoughts
Bekah’s story poignantly reminds us of the critical need to maintain a balance between productivity and nurturing human capital within any organization. As we’ve explored through her experience, failing to recognize and value team members’ unique contributions can lead to personal disenfranchisement and a broader organizational loss. The insights derived from Bekah’s journey underscore the importance of creating an environment where the humanness in our team is given as much priority as the completion of project deliverables.
To prevent such losses, leaders must actively work to cultivate a workplace culture that appreciates and supports each individual’s potential. This involves recognizing existing skills and fostering an environment conducive to personal and professional growth. By doing so, organizations can harness the full spectrum of their team’s capabilities, leading to sustained innovation and improved team dynamics.
Let this story remind us all to take a step back from the busyness of our daily tasks to truly connect with and invest in the people around us. It is only through such intentional engagement that we can prevent the loss of invaluable human assets and build a more resilient and innovative organizational culture.