It’s Nonsense!

“That’s the way it’s always been done here.”

Those are the words that grate on my soul. In a meeting I was in recently I felt the internal nudge to challenge the way a volunteer committee was moving to bring a new person into the organization. The current employees hadn’t been given an opportunity to speak into the position description, the talent needs of their team, or the timeline. In fact, their suggestions were ignored or dismissed quickly with “we got this”.

As an outsider sitting in on this meeting I asked some obvious “Why?” questions. Why didn’t you give the team a chance to shape the process? Why didn’t you introduce the candidate to anyone on the team before an offer was made? Why are you choosing someone who the current team unanimously doubts their skills can fulfill future needs?

The answer: “That’s the way it’s always been done here.”

Whoever was quoted saying, “In the end, common sense and justice will prevail” never spent time working inside a bureaucratic organization. Because rarely does common sense shape how things are done. In fact, as I’ve been reflecting on that meeting, it’s clear to me that there’s a big difference between common sense and nonsense.

Common sense would say that people in an organization should be extended trust and an opportunity to offer input into processes and decisions.

Common sense would suggest that new and innovative ways of doing things are just around the corner, and there are simpler ways to solve problems.

Common sense would guide organizations to carve out new, original and unique ways of managing its resources to accomplish its goals.

Common sense organizations develop their people, unleash talent and manage resources effectively around a clear, compelling vision.

Too often, nonsense prevails. People repeat the way decisions have always been made. Teams neglect to challenge old ways of thinking and continue down the same path. Organizations forget the management mantra: “What got you hear won’t get you there.” 

Left alone, organizations will work tremendously hard to maintain the status quo. The walls of fear and comfort are both thick and high. Decisions are justified and conversations are closed. And as such, the potential of the employees and resources are wasted. It’s nonsense!

Here are a few UNCOMMON SENSE ways to spot nonsense in your organization:

1. Despite hearing a logical explanation, you still feel unsettled.
2. Even though policies and procedures are clear and set in stone, after decisions are made, people gossip, criticize and complain.
3. People consistently rationalize and justify decisions even though many smart people disagree.
4. Operations continue without a clear, compelling vision for the future.
5. Stated values are violated and people are hurt as a result.
6. Good, talented people are disengaged and underdeveloped. The best people come and go.
7. People are hired and promoted despite lack of competence or consistent track records.

Wouldn’t it be interesting to design an organization that is truly shaped by common sense? An organization where all decisions, systems, and strategies are filtered through questions like: Is this really the best way to do it? Are there any other people or teams that would benefit from giving input on this? Have we really listened to, and understood, the needs and problems of our customers? Does this align or conflict with our vision, mission and values? If we do this, what are the unintended consequences?

If you follow the path of common sense, you might find yourself alone. You might not be able to find a lot of other companies who do things the way you do them. You might feel strange, risky, and unconventional. Good! The problems in our world require fresh thinking, new ways of approaching them, and adaptable organizations ready to carve out original paths.