Our modern discourse is sorely lacking nuance. As TheAmazingAtheist pointed out not long ago we are retreating in to a situation where we can’t accept nuance, rather we have to be one side or the other. Black or white. Right or Wrong. Good or Bad.
This manifests in a number of areas, most obviously in politics – highlighted by the Trump/Clinton divide (You’re a racist! No you’re a criminal!) or the Brexit vote (You hate young people! No you hate Britain!) blah blah blah.
It’s driving a wedge between us as we retreat to smaller and small balkanized positions of absolute rightness.
The apolitical world of work is no less immune to this type of thinking.
One of the benefits of a behavioural approach to your organisation is a much needed infusion of nuance. Behaviour approaches encourage organic improvement, increased engagement, and roll back of rigid bureaucracy and a replacement of top-down command-control edicts.
Instead a behavioural organisation can have a system where staff feel as though they can experiment with how they work. Where they can be involved in a system that doesn’t judge them for deviation. Where you, as a manager or business leader, can encourage novel and efficient ways of working hitherto untried because of a rigid adherence to dogmatic “business management” principles.
If you’d like to know how to get these benefits send us an email and we’ll be happy to talk to you about it.