
“We must be aware that affirmation is more powerful than information.”
I got unfollowed on LinkedIn.
Someone didn’t agree with my view that a job can be purposeful, fulfilling and enjoyable.
Their opinion was that all employers want to squeeze as much work out of their employees for as little pay as possible.
They cited opinion pieces and articles about mercenary practises from unscrupulous employers. They found others to echo their views as though these were objectively true at all times for all employers.
Echo chambers are dangerous, but understandable.
We like people like us. They tend to make us feel safe. They reaffirm and validate our existing beliefs. They “get” us.
This consensual psychological validation is an incredibly powerful influencer of how we create social groups, interact with strangers and handle new experiences.
But, when presented with evidence that conflicts with our views, the draw to have our existing beliefs and biases echoed back to us is more powerful.
This is true in organisations, where it breeds groupthink and standardisation of approaches, and discourages challenges to ideas and decisions.
This is why inclusion is important to culture.
We need different views.
But, more importantly, we need to create environments that allow for that inclusion and contribution.
That friendly friction where creation happens.
We need to be conscious of our quest for affirmation, so that our natural reaction when presented with an alternative view isn’t to unfollow, but to ask “Tell me more…“
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