Navigating the Workplace: Balancing Leadership and Personal Projections

In the grand theater of our professional lives, we all have our unique defense mechanisms, ways of protecting ourselves from the occasional storm of self-doubt, criticism, or insecurity. One such mechanism has been projection, and it's something I've grappled with on my journey as well.

In this article, I want to share my personal experiences with projection

Understanding Projection

First, let's demystify what projection means in the context of our work lives. Projection is when we unconsciously attribute our own feelings, thoughts, or characteristics to others. It's a psychological defense mechanism that often serves as a shield to protect our self-esteem. In the workplace, this can manifest in various ways.

Projections I have experienced/I have committed

• The Uncomfortable Silence

One of the areas where I've often projected my own insecurities is in dealing with silence during meetings or discussions. I feel a profound discomfort when conversations would fall quiet, especially during moments when decisions needed to be made. It is as if I assumed that silence equals disapproval or dissatisfaction. In reality, silence can signify many things, such as reflection or processing information, but my projection turns it into an indicator of failure.

• Imposter Syndrome and Team Assumptions

Imposter syndrome is another fertile ground for projection. Many of us have grappled/continues grappling with feeling like impostors in our roles. I certainly do. I will often doubt my own abilities and assume my team members must be questioning my competence too. This is a classic case of projecting my own insecurities onto others. I thought my team might feel the same way I did.

• Recognizing the Over-Explanation Trap

Imposter syndrome can also lead to another form of projection: the tendency to over-explain and be overprotective. Feeling like an impostor can make you assume that your team members might be feeling underconfident as well. This assumption can drive you to meticulously outline every step of a project, double-checking every detail, and offering excessive explanations. While your intention may be to support your team, you might actually convey a lack of trust in their abilities, stifling their growth and independence.

• Projecting Work-Life Balance Needs

We often have strong convictions about work-life balance and we tend to project our own desire for a balanced life onto team members, expecting them to prioritize their personal lives and well-being as much as we do, even though they might have different circumstances and priorities. Our well-intentioned projection of own work-life balance needs onto my team had unintended consequences. Some felt the pressure to conform to our ideals, causing stress and discomfort.

• The Projection of Unrelenting Dedication:

In the journey of self-discovery and leadership, it's not uncommon to project our work-driven tendencies onto our team members. We may assume that the tireless dedication we have towards our roles should be mirrored by everyone in the team. This can lead to an unintentional pressure on our colleagues to embrace the same relentless pace and commitment. We might inadvertently expect them to consistently put in extra hours, respond to emails at all hours, and prioritize work above all else. While our intentions may be rooted in the pursuit of excellence, projecting this work-centric perspective onto others can hinder their ability to find their own balance and might lead to burnout. Recognizing this projection is another vital step in fostering a healthy work environment that values diverse workstyles and personal lives.

Breaking Free from Projection

Recognizing projection is the first step toward breaking free from its grasp. Here are some strategies I've found effective in maintaining a balance between leadership and projection:

1. Self-awareness: The cornerstone of overcoming projection is self-awareness. Reflect on your own insecurities and how they might be influencing your behavior at work. Acknowledge when you're projecting onto others, and be honest with yourself about it.

2. Seek feedback: Encourage open and honest feedback from your team members. They can provide valuable insights into how your behavior is impacting them. Constructive criticism is a powerful tool for personal growth.

3. Empower your team: Trust your team's abilities and give them the autonomy to make decisions. Encourage creativity and innovation. When you empower your team, you not only alleviate the burden of projection but also foster a more collaborative and dynamic work environment.

4. Practice self-compassion: Remember that nobody is perfect, including you. Embrace your imperfections and understand that making mistakes is a part of growth. Self-compassion can help you be more understanding and forgiving of yourself and others.

5. Continuous learning: Invest in your own professional development and emotional intelligence. Learning about projection and its impact can help you recognize and address it more effectively.