Meghan and Harry

The Meghan and Harry interview exploded into our consciousness this week.  Despite telling myself that I didn’t care, I found myself watching the interview and really getting into it.  My grandmother would be proud!

In truth I’m not invested at all in the survival or otherwise of the royal family in the UK but I was reminded watching Oprah do her stuff, that some truths about people are simple, even if they aren’t easy.  These simple truths are as real for any business organisation as they are for the vast institution that is the British monarchy.   

Asking for help is not a sign of weakness, it is the total bloody opposite!!!     

Even with so much public discourse about mental health and various stigma reduction campaigns there is still a huge amount of work to be done in ourselves, our families and our workplaces on what it truly means to be ‘strong’.  It takes incredible courage to ask for help.  No one, prince or pauper, finds it easy to be that vulnerable.  Leadership in person centred organisations means doing everything possible to reduce the stigma involved in being that open and doing whatever is necessary to support someone who is struggling with their mental health. 

A rigid culture can cripple an organisations capacity to make wise innovative choices. 

Any organisation that relies too heavily on tradition or ‘this is the way we always do things’ loses sight of the individuals within that organisation who can bring fresh perspective and challenge.  Worse than that they begin to see any innovation or change as a threat and become fearful and protective.  Sometimes that results in the ‘change makers’ being attacked as the threat.  Change is the only real certainty and to thrive individuals and organisations have to change.

Diversity is a gift to any organisation. 

People are different, they always have been, and these differences are better acknowledged and understood rather than minimised or ignored.  An organisation that is comfortable and confident ‘in its own skin’ isn’t afraid to recognise and celebrate the difference in its workforce.  This type of culture opens the door for new ideas, innovation and creativity. 

For me a key starting point is dialogue, Ask Listen and Learn!  If you aren’t sure how you are doing as an organisation around diversity issues or your culture of innovation then Ask, Listen and Learn.  Open the window for fresh ideas and thinking and get yourself out of circular conversations with the same people who generate the same ideas.