I agree with Batman that our actions matter more than who we are underneath because actions reveal our true character. I also notice how much language influences who leaders are and what we stand for. I notice this the most in the world of work, where I aspire to create interdependency and foster co-creation with language. Like the Teenage Mutant Ninja Turtles.
The words we use can create or erode the connection and confidence of a team or a company’s community. For example, leaders in formal and informal management roles use language to assert control and ownership over people and work within their span of influence. The thing is that managers don’t own people and, while they are responsible for their employees’ outputs, their true job is to support and care for the people who are under their guidance.
Language doesn’t just enable communication, but it is also shapes our worklife reality. Language shows what you value, what you believe, and how you think. It effects how we feel, how we behave, and how we relate to others. This is especially important in the workplace, where language can enable interdependency among teams and across organizations. Conversely, language can erode trust and build walls in communities, too. Most importantly, every organization doing anything requires interdependence to be successful.
From me to we…
How often do you say things like “my organization”, “my team”, or “my employees”? These phrases might generate more problems than they help solve. These phrases signify ownership and control over others. They also create a gap between “us” and “them”, which can erode trust and cooperation across communities.
Shifting language to phrases like “our organization”, “our team”, “our teammates”, or “our problem” changes everything. These phrases suggest that you are part of the community, not above it or separate from it. My favourite example of positive change is moving from “your problem” to “our problem” thinking. This means recognizing that, when it comes to problem-solving at work, everyone is on the same team. When we think of problem-solving as a collaborative process, we can leverage our diverse perspectives and experiences. We can reduce our biases and blind spots. We can generate better ideas and solutions when we adopt “our problem” thinking.
Instead of saying…
- “my team” say “our team” (or be like me and say “one team one dream” because it is professional and everyone loves this phrase)
- “my employees” say “our team” or “my teammates”
- “your problem” say “our problem”
Language shapes reality and our relationships. By using language that creates interdependency, you can foster a culture of collaboration and innovation in the workplace.