The stories we tell ourselves, workplace edition

One way of looking at workplace culture is that it’s a collection of narratives. Based on what we experience, observe, and hear from others, we fill in the details and round out the story. It’s the story of how we describe the culture of the organization and how we envision our own place in that community. And while it may be our personal truth, in that tangled mess, there are, of course, false narratives. That is, beliefs people hold onto tightly even while there may be evidence to the contrary. I’m thinking of things such as…

• People who work remotely tend to goof off
• Change can only start at the top
• There’s a specific type of person who is promoted to the exec level; no one else makes it in

Have you heard, or bought into, such narratives?

Think about a workplace you know well. What are some beliefs you hold (or held) onto, even when there’s evidence that contradicts them or paints a more complex picture? This is the question that Marisa Sanchez posed to our CliffsNotes Book club this month, as we dove into a discussion of the book Misbelief by Dan Ariely. As you can imagine, her question sparked some great discussion.

​How would you have responded?

What makes us hold onto false beliefs?

Ariely’s book examines how people come to hold false, extreme, or conspiratorial beliefs—and why simply presenting the facts rarely changes minds. Ariely asserts that misbelief thrives on loss of trust. He looks at the connection between belonging and believing, and how deeply human it is to buy into beliefs regardless of the facts and evidence surrounding them. He also explores how it can be easier (i.e., a mental shortcut) to stay the course. That is, at times, believing misinformation is easier than doing the critical thinking to prove or dispel it.

(ICYMI, Marisa Sanchez's book club notes are posted to the portal.)

How can we challenge our assumptions?

The discussion at book club was really eye opening, and it led me to examine my own assumptions. Here are some questions to help surface some unspoken topics.

• What are some beliefs you have held onto in your own organization/workplace?
• What led you to form those beliefs?
• How does it serve you to hold onto that story?

What questions help you check yourself?