Balancing individual expression with collective well-being

In the intricate dance of authenticity and team harmony, colleagues often find themselves torn. On one hand, they want to express their true selves, challenge decisions, and voice disagreements. On the other hand, they recognize that unchecked dissent can lead to chaos and hinder group cohesion. How can you be authentic while also being good a team member or corporate citizen?

Over the past couple of months, I have come across so many colleagues’ experiencing this, often the decision appears to be binary, either you’re a ‘good soldier’ or ‘being yourself’. The sliding scale between the two can leave exceptional talent feeling lost, like they can’t be themselves, and having to watch every word they speak at the office. It can also result in amazing team contributors becoming toxic, unmanageable, or even negatively impacting the psychological safety of the team.

Authenticity is about being genuine, transparent, and true to oneself. When employees express their disagreements, they demonstrate authenticity. However, this can sometimes clash with the need for a cohesive, productive work environment. Being a good corporate citizen involves aligning with organisational goals, respecting authority, and contributing positively to the team. It’s about balancing individual expression with collective well-being.

In the complex ecosystem of the workplace, authenticity plays a pivotal role in shaping team dynamics. When individuals can truly be themselves, it fosters a positive environment. Conversely, suppressing one’s authentic self can have detrimental effects.

Authentic behavior builds trust among team members. When people feel free to express their thoughts, emotions, and vulnerabilities, trust flourishes. This trust, in turn, enhances collaboration, communication, and overall team effectiveness. When employees can’t be authentic, they experience emotional strain. Imagine wearing a mask every day, pretending to be someone you’re not. It’s exhausting. This strain affects not only individual well-being but also team morale and cohesion. Inauthenticity leads to miscommunication. When team members withhold their true feelings or opinions, misunderstandings arise. Honest conversations become rare, and unresolved tensions simmer beneath the surface. When people feel safe to share unconventional ideas, innovation thrives. Conversely, stifling authenticity stifles fresh thinking. Teams settle for mediocrity instead of pushing boundaries.

Colleagues may feel torn between authenticity and corporate norms, when our beliefs or values clash with our actions (e.g., disagreeing with a decision but complying), we experience cognitive dissonance. Similar, fear of reprisal involves colleagues not voicing their concerns or disagreement because of their worry about repercussions for voicing dissent. This form of self-censorship leads to hindering authentic expression.

?

Strategies for Authenticity and Corporate Harmony

Leaders must create an environment of psychological safety. Encourage open dialogue, active listening, and empathy. When team members know they won’t face judgment for being authentic, they contribute more freely. Leaders should exemplify authenticity. When managers show vulnerability, admit mistakes, and share their true selves, it sets the tone for the entire team. Authenticity becomes the norm, not the exception. Identify and address toxic behaviors promptly. Narcissism, defensiveness, and manipulation harm team dynamics. Constructive feedback is essential, but so is a willingness to receive it. Leaders must foster a culture where growth and improvement are valued.

As an employee, it’s important to choose your battles wisely. Reserve strong objections for critical issues and frame disagreements as solutions rather than complaints. Active listening and empathy can help you to understand others’ perspectives before expressing your own. By acknowledge differing viewpoints without compromising your authenticity.

Authenticity and corporate citizenship need not be adversaries. By choosing battles wisely, fostering psychological safety, and empathizing with colleagues, employees can navigate this delicate balance. Remember, authenticity isn’t about being right all the time; it’s about being real and respectful.