Showing posts with label harmony. Show all posts
Showing posts with label harmony. Show all posts

Friday, April 1, 2011

Musings about change and depression

Nearly a year has gone by since I began writing this blog. I began writing it to help me deal with the many changes that were occurring in my workplace, among other things. The changes themselves would have been difficult enough to deal with in my home country (USA), but the fact that they happened here in Norway made them even tougher. That is because it has been nearly impossible to ‘crack the code’ in terms of understanding how my workplace functions, what leaders want (or don’t want), how to get ahead, how to ‘get around’ some of the ancient rules that govern it, and so forth. It has made me feel somewhat better to know that many Norwegians in my workplace haven’t been able to make sense of the changes either. Cold comfort, but comfort nonetheless. Because unless you’ve lived in another country for a number of years, you have no idea of what can happen to you and your sense of judgment in a different culture. No matter what happens, you will always question yourself and your sense of judgment first when things don’t go as planned. Did I interpret this wrong, was I to blame, did I misunderstand the other person or the conclusions from a meeting, and so on. I have spent many years trying to fit in ‘career-wise’, trying to understand the Scandinavian corporate/business/academic mentality, doing my best, giving my all, in the quest to do a great job and to succeed as a research scientist. It has not been easy. It would not have been easy anywhere else either, but it was doubly hard here to succeed in any way because of the extra effort that had to go into trying to figure out the system. I have not been fortunate enough to have had mentors or sponsors. My husband has been a wonderful support system but he has also had difficulties of his own trying to figure out his workplace (we now work for the same hospital conglomerate, just in different locations of the city).

During the past year I have written a lot about my work life in an attempt to understand what happened to my workplace and by extension, to me and my colleagues during that time. The past three to four years have been transition years involving a lot of reorganization and restructuring associated with a huge merger of four major city hospitals, and when the dust settled, it was time to start the process over again since the powers that be who organized the first restructuring were not satisfied. And so it goes. I’ve written about colleagues who have had difficulty adjusting to all the changes; I’ve written about my own struggles adjusting to so many changes. Not all the changes have affected us directly, but even if they have not, they affect workplace morale generally, because budgets have been cut, the quality of patient care is always being questioned, research grant support has been reduced, and there is a lot of talk about the good old days when there was more money available and less bureaucracy and administration. But there is no point in talking about the old days. They are gone. There is much more bureaucratic control now, and a hierarchy of leadership that did not exist before. Is it a better system? Only time will tell. If it works out, it will be because employees made a concerted effort to make it work. There is no guarantee that it will work out, however, and that is the big gamble. The politicians who decided on this huge merger can be voted out, and the new ones who come in can in principle decide to reverse some of what has happened if they don’t like what they see. Plus there is always something new on the horizon, some new social trend or policy that can be implemented so that the legacies of different politicians will be ensured. In the meantime, huge social experiments go unremarked. I wonder if there are sociologists studying the effects of huge mergers on employees. I am waiting for the data from those studies. But so far, I haven’t heard of any such studies.  
 
Massive changes can make workers unhappy and even depressed, especially when they do not really understand what is happening around them. To be fair, despite considerable effort to keep employees informed, it is nearly impossible for a workplace to prepare them for all eventualities. But what employees want to know is not how fantastic everything is going to be once the dust settles; they want to know how the changes are going to affect them personally. They need reassurance that their jobs are not in danger. They need to hear that they are more than just chess pawns who can be pushed around on the chess board, plucked up from one area of the board and set down on another. They want to hear that they are doing a good job; they want to know that their projects can proceed as usual; they want some normalcy and stability in a highly unstable situation. There are always employees who thrive on continual change. The majority of employees thrive on stability, and that has to be recognized and accepted by workplace leaders. You cannot demand loyalty and obedience from your employees while telling them that their jobs might be in danger. You cannot tell them to ‘get out’ if they don’t like what is happening around them. This was essentially the message from one of my workplace leaders in a lecture she gave prior to a Christmas party (of all things) several years ago. Some people may have liked her style. I found it unappealing and rather tactless, because she was stating the obvious and didn’t need to. It’s aggressive and unnecessarily so. It’s not how you win friends and influence people. A better approach might have been to have said that there will be changes and that some of them may be difficult, but that we are a team and that if we all pull together, we can get through the changes and perhaps come out stronger. But she is a pawn herself in a long line of pawns that have to spout the company line. I doubt she felt comfortable spouting the rhetoric. If I am representative of the average worker, all I can say at this point in time is that the vagueness and ambiguity that existed prior to the merger have gotten larger, not smaller. It is not possible to get an overview, no matter how hard one tries. I find it difficult in any case. Do I need the overview? I don’t know. I’ve been told that I do, that it’s important to understand the workplace and management structure. Some people I know wonder who their bosses are, because in some cases, people now have three or more bosses—some who have administrative responsibility for employees, some who have the professional responsibility. But when employees ask who their new boss is, they don’t get an answer. So is it any wonder that employees get depressed?

Depression, according to the psychiatrist and author Rollo May, is the “inability to construct a future”. For some reason this definition resonated with me. I responded to it viscerally and intuitively. Why? Because it felt true. When you are depressed, you are stuck. You don’t know which way to turn, because you don’t have a clue about the future. You cannot envision your future nor can you see how to go about building or creating it. In order to create anything, you must be able to visualize it first. With depression you lose the ability to visualize the future. You are stuck in the now. All your creative and mental energy goes into figuring out the ‘now’.  It’s as though a fog settles over your head, blocking your forward view. You are forced to stop driving and to sit on the side of the road. You become passive, waiting for instructions or a road map for how to proceed further. Your energy flow gets blocked. Or you may drive around the same area over and over, stopping at the same stop sign, and not getting any further, because you have lost your sense of direction. Depression may not be a bad thing if you manage to deal with it eventually, if you get frustrated enough with being stuck. It is harmful when you give up and give in and those approaches become a permanent way of dealing with the trials that life deals out.

The Chinese talk about chi (qi), the energy flow in a person, as being an important aspect of a person’s health and life situation. It makes sense to me. If that energy flow is blocked, it will affect the health and energy level of a person. Again, I respond to this intuitively; it just makes sense. The blockage must be dealt with in order for the energy to flow. The goal is harmony for the mind and body. Sometimes it is enough just to read an inspirational text; the blockage may dissipate once the mind understands the situation in a new way. That is the beauty and the power of the written word. In other situations, a good film or conversation may achieve the same thing. The important thing is to free the energy

Saturday, March 26, 2011

Dissing others

I was recently out to dinner with a group of people (men and women) and was keenly aware of the different dynamics present at the table. In several instances it was almost as though one person knew that she could rile up another person simply by talking in a particular tone—call it condescending. Of course this got the other person riled up, and this other person is the type of person who responds angrily to perceived slights or insults. But from my perspective, they weren’t just perceived slights or insults—they were real. The woman was hacking away at this other person, under the guise of being an all-knowing and caring woman. She knew best, and she was being condescending. That doesn’t do much for me and it simply shows me that she doesn’t care about this other person at all. You don’t publicly humiliate another person as a pattern of behavior; yet I have seen a lot of this type of behavior at social gatherings. “You did what? Are you nuts? What’s wrong with you? God you must be crazy! I would never have done that. I never do such things.” Those sorts of comments, the type that are guaranteed to make the recipient feel small. You also have the other types of people, the ones who constantly criticize you or tell you that your way of thinking is wrong without making any attempt at all to understand where you are coming from. “No, you’re wrong. No, that’s not true. No, that’s not right.” I call it dissing. These people have their own agenda and their agenda is the correct agenda. In both cases, there is no acknowledgment of or respect for the other person’s situation or life, no acknowledgment that perhaps the other person has suffered or is struggling. These patterns of behavior are self-promoting and they come from a deep-seated lack of self confidence. If you have to make other people feel small in social situations in order to get attention and make yourself appear as though you’re the best thing ever, then it’s you and not the other person who has the real problem, in my humble opinion. And after this particular gathering, I thought of how much I would have rather spent the evening alone reading a good book instead of wasting time watching other people compete to be the center of attention over a dinner table.

I used to think that the best response to an insult or personal injury was to ’fight back’ in the best way one knew how—a snappy retort, an aggressive verbal response, or a real argument. It was important to defend yourself so that you didn’t appear ‘weak’. To be sure, these are fitting responses in some situations, especially when you feel threatened and the threat is real, e.g. someone really does want to hurt you or take his or her anger or rage out on you. But as I get older, I see that to respond with anger to a situation that makes you feel hurt and angry only adds fuel to the fire. Anger begets anger. The smarter approach is to smile and do nothing at all. If this response does nothing else, it will confuse those who are trying to hurt you. It may even make them angrier because they know that their behavior hasn’t gotten to you.  So this response is not a guaranteed method for defusing the situation. You may end up triggering the other party to harass you even more to try to drag you into a real argument. I have tried this a few times recently and I have to say that it’s much better than wearing your heart on your sleeve so that the world around you sees when you’ve been wounded. I am discovering that I want to move away from angry responses toward something different—wisdom, harmony, balance, peace. I don’t want to let anyone push me off my center; that’s happened often enough earlier in my life. There are some people who find your weak points, and when they do they exploit them if they want you to behave in a certain way. This has happened to me and others I know in work-related situations, but also in personal relationships. It’s easy to hone in on another’s weakness and exploit it if you decide to. But why would you want to if you really care about another person? If you have to go for the jugular each time there is the potential for an argument with another person, then you don’t really care about that person. Or if you always have to be right, or promote yourself at the expense of another, then you don’t really care about the other person at all. I am learning to identify liars, and there are quite a few of them in this life.

So perhaps the best thing when faced with such people is to smile, let go of the insult, and wish them well. After all, they have real problems of their own. But letting go of the insult and the hurt is the tricky part. How fast can a person learn to do that? That is the question and also the key to a more balanced harmonious life. If you give other people the power to control you by holding onto your hurt, you lose, because you use up an incredible amount of energy trying to deal with and retaliate against these people. And they are simply not worth the time or the energy involved.

The surreal world we live in

Holy Week for Christians starts on Palm Sunday (one week before Easter Sunday) and ends on Holy Saturday; it includes Holy Thursday and Good...