Islands of Sanity & How an Individual Leader’s Sphere of Influence Can Shelter Staff

We have all heard it (maybe said it) a thousand times: People don’t leave jobs; they leave managers. The manager + direct report relationship is fundamental to your experience in any job. Margaret Wheatley talks about leaders’ having the power to create “islands of sanity”…

Wheatley defines these islands in her 2023 book, Who Do We Choose to Be? Facing Reality, Claiming Leadership, Restoring Sanity. Wheatley challenges us “to create the conditions, both internally and within our sphere of influence, where sanity prevails, where people can recall and practice the best human qualities of generosity, caring, creativity, and community.”  She urges leaders to use their powers for good—to create the spaces of refuge at work and beyond.
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We explored the concepts of in this book at our CliffsNotes Book Club in April (check out the notes on the portal for more details from the book). The discussion really resonated, and I began to think about the islands I have witnessed, been part of, and created.

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Islands of Sanity – Extraordinary Organizations

There are a few exceptional and extraordinary examples of entire organizations that seem to make their own rules, and are functioning as islands of sanity. The Motley Fool financial advisory, whose motto is “Making the world smarter, happier, and richer,” is consistently rated among the best financial advisors. Their model is to democratize financial advice, and their employees enjoy flexibility and generous benefits. What’s more, they set up a foundation to support “social innovation” in the space of helping people get out of the cycle of living paycheck to paycheck.
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The book  Beloved Economies by Jess Rimington and Joanna Levitt Cea presents many other remarkable examples. The core premise of the book is that the current economy focuses on financial profits and sucks us dry, such that we have no time, energy, or resources to enjoy life.

In the book, the authors pose the question, If you work in a company where you trust your employees and treat them with respect, how would you design the systems differently? They share examples of organizations that truly put people first, and that are successful regardless (or because of it…).

​One example from the book is Creative Reaction Lab. They facilitate customized learning experiences using equity-centered community design. Also, PUSH Buffalo (PUSH = People United for Sustainable Housing), a community organization that has been mobilizing residents to create strong neighborhoods with quality affordable housing and greater local hiring opportunities.

Another fabulous example is Dan Purvis, founder of Velentium. It’s impressive how intentional and thoughtful Purvis was about designing the company culture. A guiding principle was to be “principles heavy and rules light,” or “more like soccer than football.” Purvis knew that the company could not be innovative and nimble if weighed down by overly cumbersome rules. He managed to stay true to this rule even in a space like medical devices, where documentation and regulation are rigorous. (See my blog on this great company.)

Islands of Sanity – Extraordinary Leaders

While there are a few examples of entire orgs as “islands, I am certain many of us have seen or been part of  islands as “pockets” inside bigger organizations. The secret behind these? Leaders who make it possible. Wheatley talks about the sphere of influence of an individual leader and encourages us to leverage it. The key is to ask yourself, “What is in your control?”

How can you show up as a leader and create your own island? Here are some practical ideas:
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• If you are in a situation where you do not align with a new company policy, recognize that you can still find a way to implement it, while supporting the team. Acknowledge the sometimes brutal reality of the environment around you, and provide encouragement for the team to move forward.
• Handle conflict with firmness and kindness.
• At times of layoffs or other crises,  find a way to support the team through the period of turmoil.
• Balance individualism and collectivism. This brings out individual strengths and contributions of team members while creating a collective team culture.
• In the world of AI and technological leaps forward, honor the systems already in place while looking for ways to embrace change.

What islands of sanity have you been part of? If you have created one, how did you make it work?