Categories: organizational development

On More Meaning and Less Passion [Today’s Kizuki 2]

In my last blog post, I wrote on the topic of my first “Kizuki” around emotional granularity and how some organizational cultures could run the risk of causing us to disconnect from ourselves and diminish our own skills in self-management through the social pressure to use certain words to express our feelings.

The other day I happened to come across a discussion on a related theme when listening to one of  Adam Grants new episodes of Work Life* which was a very rich and engaging interview with Esther Perel . The topic was on relationships but, by its very nature, delved deep into the topic of emotions. 
At about 50 minutes into the podcast the topic of “passion” and its more recent usage in relation to work contexts.

Emotions and mismatched perceptions
It reminded me of one time when I was interviewing for a role at an international company. I’d received feedback that the initial interview had gone well but there was just one thing: I was told that I wasn’t being perceived as passionate enough about the role and opportunity.

Wow! This was a shock for me because I WAS very excited about the role and in line with the cultures that have influenced me the most – Scotland and Japan – I thought I was showing up as keen and enthusiastic.  However, in this organization’s culture, apparently i needed to show up in a different way for them to interpret my body language and words as meeting their definition of looking like someone who feels “passionate” about a topic.

Is too much “passion” getting in the way of you hiring the best people?
Adam Grant and Esther Perel continue their discussion into the topic of  work and motivation for work, reaching an interesting conclusion around the difference between meaning and passion (starting at about 53 minutes into the interview/discussion).

I have  often heard the word “passion” used to describe the degree of interest in a role or project when it seems like the terms “meaningful” or “engaged” would be a better fit.

Furthermore, taking into account the fact that “passion” could alienate individuals from cultures that are less extroverted, it makes me wonder how many organizations may be missing out on hiring individuals who would bring value to a team: Because over-reliance on a word like “passion”, which is not only an emotive and subjective term,  gets in the way of the interviewers trying to understand what “meaning” and “high engagement” would look like, or be defined by, from the perspective of the person being interviewed.

I feel this is particularly relevant for less extroverted cultures or cultures which are lower on the self-promotion, assertiveness or enthusiasm spectrums**.  If interviewers and hiring managers are using their own organizational culture as the main reference point and using difficult-to-define words like “passion” as a shortcut to rate suitable individuals, then, not only could they be missing out on hiring individuals who could make a significant contribution to the organization, but they could also be unintentionally reducing the diversity of their organization over time.

What other terms do you see being used in cultures that might unintentionally be short-circuiting a deeper conversation to better understand how another person feels or thinks about a topic?
Where else might we be unintentionally excluding others because we are relying on only one cultural context as our measure of fit or suitability?

Sources & Endnotes:
Molinsky, A. (2013). Global dexterity: How to adapt your behavior across cultures without losing yourself in the process. Boston: Harvard Business Review Press
Molinsky, A. (5 September 2017). Want to Boost Your Cultural Intelligence? Do This 1 Thing First. Inc.com. https://www.inc.com/andy-molinsky/want-to-boost-your-cultural-intelligence-do-this-1.html

*Worklife with Adam Grant: A TED original podcast: https://feeds.feedburner.com/WorklifeWithAdamGrant
** Professor Molinsky in his book “Global Dexterity: How to Adapt Your Behavior Across Cultures” set outs six dimensions of cultural difference – 1. Directness, 2. Enthusiasm 3. Formality, 4. Assertiveness, 5.Self-Promotion, 6. Personal Disclosure

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Welcome , today is Tuesday, October 26, 2021