| I define fear as having a sense of powerlessness and the unknown. Fear is one of our most powerful, primitive emotions and is specifically engineered to protect us from danger, threats, and deaths. From a neuro-psychology perspective the brain chemistry that instantly kicks in to warn us of a physical threat (real or perceived) is the same that instantly warns us of dangers to our emotional well being. The following are 16 indicators of fear-inducers. |
Why we feel powerless * It's hard to find out what's really going on * You have little or no say in decisions * When you do have a say, no one listens * You're not sure how you fit in * Your future is unclear *There's little or no help for you * You don't feel safe sharing your concerns * You get very little positive recognition Why we have a sense of unknown * There's little ongoing useful information *The goals and priorities are very unclear * Important information is hoarded by a few * You don't know why your job has meaning * Leadership is of a command and control type * There is inadequate supervision * There is little accountability * There is little sharing of authority |
| When fear occurs within an organization it automatically triggers key responses. Those feeling fearful at first have a sense of confusion - not knowing what's going on and not having access to reliable information. Confusion quickly turns to anger as the body's protective responses seek to build both power and knowledge (the opposite of powerlessness and the unknown). The substantial energy created from fear can lead to action in the form of attacks on new programs or change initiatives; or it can result in withdrawal where individuals seek employment elsewhere; or it can create a "freezing" effect wherein individuals have no choice but to stay in their fearful environment but they are loathe to participate in any great detail. Removing fear in the workplace Many organizations, consciously and unconsciously, create fearful workplaces. To wipe fear away means giving up just two things - something many of us are loathe to do. What you have to give away to others in a shared manner are the following: 1. Knowledge. Openly and broadly share what you know with others. Forget about the silly "need to know" philosophy and instead be a gushing fountain of information. Communicate both formally and informally - through corporate newsletters, e-mails, web sites, "sounding boards" of employees, and through having an open-door philosophy. But don't just keep your door open - actively and regularly look for other open doors and especially closed doors that you can help open (both literally and figuratively). 2. Power. "Empowerment" is a tired buzz word but the idea of sharing power with others is a vital necessity in the fearless organization. Don't make all the decisions yourself - ask others to contribute. Don't be afraid to say "I don't know - what do YOU think?" Effective organizations work well when everyone has a sense of accountability, responsibility, and especially authority. It's the last ingredient - authority - that invests power in individuals to make decisions, to take risks, and to be innovative. |
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| Finding and managing your fear |