Why a crisis can be a good thing

Many people stay with jobs or careers that they tolerate at best.

Not all of them do. Some change.

What is the difference between these people or the context that caused the change?

What can nature teach us about what causes change?

(the following is written from an understanding of natural processes in combination with knowledge arising from observing and experiencing the dynamics of the workplace)

The natural world (human or otherwise) responds to feedback.

It also maintains stability through homeostasis

homeostasis - the maintenance of a stable equilibrium (Oxford English Dictionary)

So the system (that is a person) resists feedback which comes in the form of:

• feelings of disatisfaction
• boredom
• irritation
• flashes of anger (at work or home)
• anxiety
• imposter sydrome
• fear

These are all indicators that the indivdual's integrity is being challenged. It may be their values or their beliefs.

Or it may be that they are not well equipped to do certain aspects of their work (anxiety, fear etc) and don't have outlets or opportunities to express their real talents (irritation, anger etc).

There is a mismatch between their job and their inner nature.

So what does cause this transition to occur?

When does someone decide to act on their disatisfaction?

This is where a crisis is useful.

A crisis takes place when the challenge to the individual's integrity is such that energy is built up which starts to make the current state untenable (there are parallels with matter eventually changing state as increasing amounts of energy are added).

This could take many forms:

• burnout which is a catchall from loss of motivation and disengagement though to physical impacts (e.g. anxiety attack or even a heart attack). Disengagement is a strategy to minimise the impact by locating the individual elsewhere (i.e. they are mentally not present). This tends to take place over a period of time.
• becoming a victim of unfair treatment (this is often favouring the business and protecting another employee)

The built up energy can be used positively to initiate a change for the individual. There is often a lot to lose so the energy needs to be significant.

The job or career will provide financial security, which may in turn be key to family relationships. It may also provide status, a sense of self worth and feeling of belonging.

These are powerful human needs so they will not be given up easily. Even contemplating these changes can create further fear and anxiety.

However, the bodily reactions are also very strong signals that are difficult to ignore. They are very clear statements that something is wrong and change needs to happen.

This is why the crisis is important. It puts these things into doubt and perhaps reveals that the belonging or status are hollow when the true nature of both the workplace in general and the organisation is revealed.

Powerful feelings such as betrayal stir things up. Although this is painful it can actually be useful. Unconscious assumptions are brought to the surface to be re-examined. These can be difficult to ignore or supress in this state of emotional turmoil.

This is painful and it is meant to be. You are receiving some strong signals. Our culture does not like discomfort or suffering of this variety. This can be referred to as toxic positivity. It is awkward and uncomfortable to even talk about these emotions. People don't know how to react and may rush you towards a solution rather than allowing them to churn and to 'do their work'.

My crisis in the workplace

I have had several (they aren't necessarily singular, dramatic events as you might imagine). I will share this story as it is a useful exploration of unconscious assumptions coming to the surface.

I was working as a contractor at Lloyds Banking Group during a large transformation programme where it became culturally accepted and expected to challenge working norms in an effort to change the working culture at the organisation so it would become more productive.

Bring your whole self to work

Phrases like this were being used casually and with a very technical perspective when talking, for example, about T-shaped skills which was a way of making it acceptable to talk about having skills outside of your discipline.

This was music to my ears having spent many years frustrated with being unable to express all of my skills or attributes as they weren't often welcome or relevant in my role as a business analyst (especially as a contractor).

One of these was my innate tendency to ask more and more questions.

Ironically, this is what got me in 'trouble' in this case.

I found myself exploring

Our working system is predicated on the idea that we all have defined roles and responsibilities and that this is (implicitly) the best way to way to get work done. If this is not the case and we are now being asked to bring our whole selves to work...

And coming up with this question

What was the business value of me spending my time trying to squeeze myself into this ill-fitting box?

I didn't tend to explore this too much as this was the cause of a lot of frustration in my working life. And if there was an implicit belief based on business productivity that was now being overturned this made me angry.

I also considered that one possible reason for this was

The value was in keeping me compliant and containing my potential

This had profound implications for decades of working which fuelled my anger.

Now I couldn't prove or disprove this reason but, in some ways, it didn't matter. This was a product of the system of work and the outcome was very bad for me.

I was angry and I had nowhere to direct my anger but at a belief system.

This new awareness gave me a profound new perspective and a determination that I would value myself and would not pursue work that forced me back into an ill-fitting box. That anger was being used as energy to fuel that conviction and the creativity and risk taking that would be necessary to change my circumstances.

Awareness of this natural process can help

Awareness of this process and that it is a natural process can help.

It can give you perspective with the awareness that these pains are growing pains so something beautiful will emerge if you give it the time.

There is no way of avoiding the pain if you want something beautiful to emerge.

Supressing or ignoring this and moving on from the cause of the pain will reduce the pain but the opportunity will have been missed. And the pain will leak out in other ways.

Having the support of someone who has been there and can help you navigate and make sense of strong emotional reactions is very helpful. And not someone who may feel uncomfortable and will suggest how to 'solve' the problem rathar than supporting you to find your own answers.

This is why a coach who has had personal experience of turbulent change is invaluable.

It could make the difference between making the transition (or the initial steps) or going into denial and allowing the fear to take over.

Unfortunately, if an individual's integrity is being challenged, change is necessary to avoid damage. If the pressures remain, they will build again and manifest in ways that are more difficult to ignore.

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I've spent years exploring what truly makes work fulfilling and how we can align our careers with who we are at our core.

My upcoming book captures this journey, focusing on how self-trust, intuition, and reconnecting with nature can lead to meaningful change.

It includes pieces like this helping to make sense of what is going on by drawing on lessons from nature.

I share stories and guidance from me and other contributors on how we reconnect with nature to tap into that intuition and guidance that gives confidence.

If you'd like to keep in the loop ahead of its launch in Spring 2025, register here for updates and free excerpts.