🎹 Music for this post: https://www.youtube.com/watch?v=H-kA3UtBj4M.
Taking a look today (December 6th, 2021) at the New York Times Hardcover Nonfiction bestseller list, I see:
- History (THE 1619 PROJECT)
- Biography/Entertainment (WILL)
- Biography/Entertainment (THE LYRICS: 1956 TO THE PRESENT)
- Biography/Entertainment (THE STORYTELLER)
- Holiday (ALL AMERICAN CHRISTMAS)
- Entertainment / Food (TASTE)
- Personal stories (THESE PRECIOUS DAYS)
- Biography/Medicine (THE REAL ANTHONY FAUCI)
- History (THE PRESIDENT AND THE FREEDOM FIGHTER)
- Biography/Entertainment (THE BEATLES: GET BACK)
Compare that to two years ago at this time:
- Politics (A WARNING)
- Politics (TRIGGERED)
- Entertainment (ME)
- Politics (BECOMING)
- History (SAM HOUSTON AND THE ALAMO AVENGERS)
- Communication (TALKING TO STRANGERS)
- Personal stories (FINDING CHIKA)
- Personal stories (EDUCATED)
- Biology (THE BODY)
- Politics (WITH ALL DUE RESPECT)
Those differences are telling. Two years ago, post-election, with our cold civil war a-brewing, politics was our fascination. Today, we are weary for just about anything other than entertainment. Our brains and our souls need a rest and a reset.
Interest in work-related topics is also in an ebb cycle. People are not in the mood to read books, columns, or blogs that consist of generalized advice aimed at improving their work lives. I suspect people realize that questions about what’s truly going on right now in the workforce have no easy answers. What’s truly going on is that our cold civil war has bled into our work life.
The Progressive CIO was borne out of my epiphanies in the wake of COVID-19 — a long and turbulent wake that we are still navigating. My writings have reflected my work and encounters along the way. In recent months, however, I’ve slowed. I have nothing to offer that I think can address our cold civil war, and writing more about the eight foundational values of The Progressive CIO seems tone-deaf at the moment. While those values are — and always will be — important, getting back to considering them will require navigating out of our current wake, which requires addressing politics.
We’re not supposed to have politics in our workplaces, though, right? As it turns out, it’s too late for that. As we attempt to return to offices, COVID has brought politics into the workplace as never before, for a simple reason: the semiotics of the face covering.
I cannot think of any symbol in the workplace — or in everyday life — that has communicated a political stance so overtly in my lifetime as the manner in which face coverings are (or are not) worn. This is not to say that wearing a face covering or not is, unto itself, a form of political expression. As with a tree falling in the forest, it’s the junction of the act and the audience where meaning takes shape.
Take a look at these four different face-covering scenarios, and reflect on what they say to you:
At least one of those will strike a nerve within you, wherever you sit on the political spectrum.
Semiotics are a part of everyday communication and everyday life. Face coverings fall into the non-language communication subset of semiotics, which are distinct from the more-commonly-encountered non-verbal communication. Non-verbal communication involves a language; that is to say, a system of communication with a learned form and structure. Music is a language, for instance. Non-language communication, on the other hand, lacks any system or learned form and structure. Lines on our roads are non-verbal communication; a driver swerving around those lines is non-language communication.
Non-language communication isn’t discussed much outside of academic circles. If it were, I suppose we might have a better public dialog about face covering techniques. I suspect, however, that it wouldn’t have an impact on our current cold civil war at work. Whether we like it or not, masks have become a form of wearing one’s politics on one’s face. The bigger issue is that non-language communication, through its very nature, makes verbal analysis more challenging.
At the present, only fully-distributed workforces are in a position to avoid face covering controversies in daily work life. We know, however, that not all workforces can be fully-distributed.
Proposed vaccination and testing rules are about to increase the magnitude of the COVID-19 wake, before the current tide has finished going out. How a company reacts to and addresses these rules puts politics on a company’s face as well.
When we are in a place where we know the solution is: “Take politics out of the workplace” and those politics are now a way of life as a matter of public health, then where does that leave us?
It leaves us doing our jobs and trying not to think about them when we don’t have to. It leaves us tired of politics, even if we are energized by them. (Which leaves me to ponder: If one is energized by politics, then what does that say about that person and their priorities?) It leaves us retreating to our homes, our families, entertainment, and the things that truly matter in life. That’s not all a bad thing. But if our lives require us to work, we’re all in a pickle for the time being.
Back to those eight foundational values of The Progressive CIO: I would be remiss if I didn’t take a moment to reflect on them, and how they play a role in getting ourselves out of our current situation:
Vulnerability: Are we willing to be honest and open with one another about how our current world is affecting us? This will include senior leaders acknowledging that these vulnerable voices need to be heard.
Humility: Are we willing to recognize that this situation is bigger than all of us, and that it is a comedy of errors, of sorts, if not a true human tragedy? It’s difficult to laugh at, but I believe we have to if we are to collectively solve it.
Empathy: No matter your politics or attitude, will you try as hard as you can to see the validity in the other side’s point of view? This doesn’t mean that you agree that the other side is right; it merely means that you work hard enough to try to understand and not summarily dismiss.
Patience: This might be the hardest thing of all. People were tired of not getting their hair colored one month into the pandemic. Do we have the collective patience to deal with one another to move past where we are today? We don’t have a choice, because it will be a long haul. If we can acknowledge this, we stand a chance to get a clearer understanding of what the path to progress looks like.
Compassion: Do we genuinely care about each other, to the extent we are willing to go out of our way to bring comfort to others?
Curiosity: Are we willing to explore the new and unseen options that we have not yet explored to get us past where we are today?
Commitment: Are we willing to make true commitments to one another, and follow through on those commitments?
Willingness: Do we have genuine willingness to do all of the hard work above?
Given how tired we all remain, who can we expect to initiate this sort of effort on a meaningful scale?
Only those who govern us.
I’m not talking about legislation; I’m talking about leading by example, living those eight values. If that sounds like a tall order, it most certainly is. That’s because there is a chasm between politics and governance. The government I am alluding to does not exist today, and has probably not existed in our lifetimes. Until we can pack up our politics, no governing will happen. Until we can pack up our politics, no leadership will happen. Until we can pack up our politics, our workplaces will not flourish. Until we can pack up our politics, the world will not be the place we want it to be. The good news? Packing up our politics starts, apparently, with the books we buy.
A friend shared the following response:
I loved your start – the comparison of the top books is quite telling, and I would not have thought to make that comparison. I am right there with you throughout your article until the end. Who should or will initiate these changes? For me it’s all of us, it’s the workers, it’s the everyday people in the workplace, it’s you and it’s me. I think we can be sure right now our leaders are quite absent, especially those who govern.
One of my favorite quotes I encountered along the way of my doctoral studies comes from Ralph Stacey, “Change can only happen in many, many local interactions.” For me, this means it is in the small conversations that spark other conversations and so on that we begin to change culture, that we begin to change each other. I is in those times of making space and being vulnerable that we listen to others and that we speak our truth. In those moments one or the other or both are truly changed, and that sparks a change in the next conversation that we have. For me, it is in this process that true change happens. Not in the top down, governed-inspired or directed change.
But that’s me, and perhaps I am missing some of what you are concluding or alluding to.
I agree with this in spirit—and I had wanted to end with this sentiment. But after reviewing the how the foundational values might address this, and pondering how realistic this would be, I felt this conclusion would sound trite. There is a realist at work in my brain right now. This sort of change benefits from top-down work of unimaginable magnitude. Imagine the impact our governing bodies could have if they demonstrated these values in their everyday actions!
In the “DVD bonus feature” spirit of allowing you to choose your own ending, I encourage you to do just that with this post. I would love nothing more than for everyday people—rather than government—to achieve this change.
In the end, if this post merely encourages discussion, then it will have served a purpose.