The football legendary coach Vince Lombardi once said, “The quality of a person's life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor.”
The catalyst for interest and commitment will vary from person to person. I have seen some people who work hard enough not to get fired because they are getting paid just enough not to quit. I have also seen people commit to the workplace regardless of the pay. A person’s level of commitment is not easily assessed and not necessarily tied to the level of pay and or position.
Abram Maslow’s Hierarchy of Needs (1943) depicts how individuals must have certain basic needs met in order to participate at peak performance levels. The need to feel loved and belonging is one such basic need. Never has this been more acute than during the various stages of isolation and lockdowns everyone experienced courtesy of Covid-19. It helps to remember that humans are not machines and each one as complex as the universe.
From the beginning there has to be a shared interest among all who are on a team. With interest comes true commitment, which in turn requires focus and concentration of effort. There is no simple cookie cutter explanation that guarantees increasing one’s commitment. However, I have noticed (much like Maslow) that the most consistent indicator of commitment is observed in individuals when they feel they are part of a team and understand how their energy/effort contributes to the team’s success. When teammates are on the receiving end of an interaction that leaves them feeling bitter it can (and invariably does) negatively impact the team’s commitment and camaraderie. However, when individuals feel a sense of belonging and support, they are confident in their abilities and possess higher levels of commitment towards the team. They have a vested interest in establishing and/or maintaining a positive work environment for others to be the best they can be for the overall health of the team. The committed understand that their success is not tied to another’s failure and contribute energy/efforts to allow teammates to excel. This drive toward excellence can sometimes restrain the empathy we give towards others.
The rubber meets the road daily in the workplace, as this is where the team interacts day in and day out. The only commonality between our work and professional lives is the individual. As an individual we all go through circumstances/issues (for example: an argument with a spouse, a pet dying, etc.) that can negatively impact us. Through personal observation I have noticed that most individuals are open to receive compassion from others when they hit a rough time in their life. However, when it comes to issues that are impacting us, everyone has a different comfort level sharing that information so it helps to show a healthy measure of compassion. Ancient Viking wisdom says, “As one candle can light another so to can greatness of mind be transferred among men. To remain in solitude is to deprive oneself of this kindling.”
To be clear, being compassionate showing empathy does not negate the fact that the individual must still perform at work. Being accountable to your team as well as to your supervisor is always a reasonable expectation. Writing this left me with one significant question, ‘How much more compassionate would we be towards one another if we really knew one another’s backstory (individual struggles)?’
As always, if you enjoyed this blog, hit the like button. Also, please share on social media, with friends, etc. because we have to get the word out. Let all of the good people (wherever you are across America) communicate with one another and come back together.
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