Lost in the Crowd: How Following the Pack Weakens You!

I was a new team member. The leader of the team had a strong personality. People would hardly open their mouths when he was in the room.?

They would generally take his inputs and execute them. When the leader insisted, people asked a few basic questions. The answer will be in line with what the leader has already explained.

I was perplexed. I didn't know what to do. I had many ideas but the group norm was to listen, note and execute.?

The Blame Game and the Survival Myth

The allure of fitting in is powerful. It can be tempting to adopt the prevailing behaviours of an organization, even if they run counter to your values or creativity. This phenomenon, however, poses a significant threat to an organization's long-term success.

Many employees, when confronted with their lack of individuality, deflect responsibility by blaming the system. They justify their conformity as a survival tactic, claiming it's necessary to navigate the company culture.

The Perils of Losing Your Edge

The consequences of conformity are far-reaching. Organizations that lose their unique voices struggle to:

1] Attract and retain top talent:?The most talented individuals seek stimulating environments that foster innovation and individuality.

2] Differentiate themselves:?A sea of "me-too" products and services fails to capture consumer attention.

3] Adapt to change:?A rigid culture hinders the agility needed to navigate a dynamic market.

Finding the Balance

Leaders must create a culture that celebrates both individual contributions and organizational goals. Here are a few strategies:

1] Empowerment:?Give employees the autonomy to make decisions and experiment within defined parameters.

2] Psychological safety:?Foster an environment where people feel comfortable taking calculated risks and voicing dissenting opinions.

3] Recognition:?Reward employees who embody the company's core values, even when those values deviate slightly from the established processes.

Embracing a culture that values both the system and the individual allows organizations to thrive. When employees feel safe to express their unique perspectives, the resulting diversity of thought fuels innovation and propels the organization forward.

So what did I do?

I was not there to change the system or people's mindset. It was the leader's job. Instead, I focused my efforts on building relationships and trust with the leader and other team members.

Over time, I got a seat on the table and wherever I disagreed, I table my thoughts with the humility to learn. Even when people disagreed with my views and I felt my view was a better one, I stayed with the team's decision.

What did not change in me was my personal values and courage to share perspective,?even when it was against the rest.

About the Author

Rahul Gupta is the founder of Transform Ahead?? , a world-class Coaching and Leadership Development institution. He is an ICF Professional Certified Coach (PCC) and an Everything DiSC? certified trainer. Rahul is a published thought leader and his articles have been featured in Entrepreneur, Money Control, Business World and CFO Connect.

About?Transform Ahead??

As a?Career and Leadership Coaching Institution, we support people to reach their full potential. If you wish to know more about our offerings, please visit transformahead.com and book your free Initial Connect Call.

Follow us on LinkedIn , Instagram , YouTube , Twitter and Facebook .

#transformahead #coaching