About This Quote
When shame becomes a management style, engagement dies. When failure is not an option we can forget about learning, creativity, and innovation. Engagement is a term that is often misused in today’s workplace. I’ve heard the concept of “engagement” used in a variety of ways including, “engaged employees,” “engaged workers,” and “engaged talent.” All of these definitions are misleading because they imply that an employee is fully engaged when they are only partially engaged or not engaged at all. In the case of engagement, the opposite is true: An employee who is fully engaged has lost their sense of shame and guilt and will gladly do what needs to be done to get the job done.
The opposite also holds true: An employee who has lost their sense of shame and guilt will gladly do what needs to be done to get the job done if they were truly fully engaged in the first place. For example, someone who has been given a task that they know isn’t acceptable will do it just because they feel ashamed to tell their boss about their error. However, if this same person was fully engaged in the first place, they would be willing to make the necessary changes and improvements required to make an acceptable product or service. This concept comes from Charles Handy’s book “The Age of Unreason” where he makes a distinction between two types of people: Those who know how to play by the rules and those who don’t care about rules or consequences.
Handy believes that people like this are always better at getting things done than those who care too much about rules and consequences. He also believes that these individuals can often accomplish more than those who don’t follow the rules because they do what needs to be done because it needs to be done rather than because they are afraid of getting caught or punished for breaking rules .
Source: Daring Greatly: How The Courage To Be Vulnerable Transforms The Way We Live, Love, Parent, And Lead
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