Perils of workplace righteousness

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This article was published 20/04/2024 (777 days ago), so information in it may no longer be current.

Let’s go through a worst-case scenario.

In a marketing team meeting, a senior member asserts their unwavering confidence in their approach to a new advertising campaign, dismissing any feedback from colleagues and insisting that their strategy is superior for the client.

Despite mounting resistance and frustration from their team, the senior leader remains adamant in their righteousness, refusing to consider alternative perspectives or collaborate effectively. This creates a toxic atmosphere, hindering productivity, stalling campaign progress, and damaging team morale and cohesion, ultimately jeopardizing the client relationship and the company’s reputation.

In the complex ecosystem of the modern workplace, where personalities, ambitions, and egos collide, the concept of righteousness can often rear its head. It’s that self-assured belief in being morally right or justifiable, often coupled with a desire to assert that righteousness onto others.

However, while righteousness might seem like a virtue, it can actually be a perilous trait in the context of work environments. In fact, fostering humility rather than righteousness can lead to more harmonious and productive workplaces.

Let’s explore why.

Firstly, righteousness tends to breed conflict rather than co-operation. When someone is steadfast in their belief that their way is the only correct way, they become less open to alternative perspectives and solutions. This can lead to friction with colleagues who may have valuable insights or approaches that differ from their own. In contrast, humility allows for a more inclusive and collaborative environment, where diverse viewpoints are valued and considered.

Moreover, righteousness often blinds individuals to their own shortcomings. When one is convinced of their own moral superiority, they may overlook areas where they could improve or grow. This can hinder personal and professional development, as well as inhibit opportunities for constructive feedback and learning. Conversely, humility encourages self-reflection and a willingness to acknowledge mistakes, leading to greater personal growth and development over time.

Modelling humble behaviour creates a culture where employees feel safe to ask questions, admit mistakes, and this improves outcomes and productivity.

Additionally, righteousness can erode trust and undermine relationships in the workplace.

When colleagues perceive someone as being overly righteous, they may feel alienated or dismissed, leading to a breakdown in communication and teamwork. Trust is essential for effective collaboration and innovation, and it is difficult to establish and maintain trust when individuals are more concerned with proving their own righteousness than with building meaningful connections with others.

Furthermore, righteousness can hinder adaptability and innovation. In fast-paced and everchanging work environments, the ability to adapt and embrace new ideas is crucial for success.

However, when individuals are entrenched in their own righteousness, they may resist change and cling to outdated practices or beliefs. This can stifle creativity and innovation, ultimately putting the organization at a disadvantage in a competitive market.

In contrast, humility fosters a culture of openness and continuous improvement. When individuals approach their work with humility, they are more receptive to feedback, more willing to collaborate, and more adaptable to change. This creates an environment where new ideas can flourish, and individuals are empowered to learn and grow together.

Controlling emotions, especially when feeling righteous at work, is essential for maintaining professionalism and fostering positive relationships with colleagues. Here are some strategies to help manage emotions effectively in such situations:

Pause and reflect: When you feel the surge of righteousness, take a moment to pause and reflect on the situation. Ask yourself why you are feeling this way and whether your perspective might be clouded by personal biases or emotions.

Practice empathy: Put yourself in the shoes of your colleagues and try to understand their perspectives. Empathy can help you see the situation from a different angle and approach it with a more open mind.

Breathe and centre yourself: Use deep breathing techniques or mindfulness exercises to calm your mind and regain control over your emotions. Taking a few deep breaths can help you respond more thoughtfully rather than reacting impulsively.

Seek feedback: If you’re unsure about whether your righteousness is justified, seek feedback from trusted colleagues or mentors. They can provide valuable insights and help you gain perspective on the situation.

Focus on solutions, Not Blame: Instead of focusing on proving yourself right, shift your focus to finding solutions to the problem at hand. This can help redirect your energy towards constructive actions rather than dwelling on perceived injustices.

Practice active listening: Engage in active listening when interacting with colleagues, focusing on understanding their viewpoints rather than waiting for your turn to speak. This can help defuse tension and promote mutual understanding.

Take a break if necessary: If you find yourself unable to control your emotions despite your best efforts, it’s okay to take a short break. Step away from the situation, take a walk, or engage in an activity that helps you relax and clear your mind before returning to the discussion.

Set boundaries: Establishing clear boundaries for yourself can help prevent emotions from escalating out of control. Recognize when a situation is becoming too emotionally charged and know when it’s appropriate to disengage or seek support.

Practice gratitude: Remind yourself of the positive aspects of your job and the value of your relationships with colleagues. Cultivating a sense of gratitude can help put minor conflicts into perspective and reduce the intensity of negative emotions.

Seek professional help if needed: If you find that your emotions are consistently difficult to manage or impacting your work performance, consider seeking support from a therapist or counselor. They can provide strategies tailored to your specific needs and help you develop healthier emotional coping mechanisms.

By implementing these strategies, you can better control your emotions when feeling righteous at work and contribute to a more positive and productive work environment.

In conclusion, while righteousness may seem like a noble trait, it can actually be detrimental to the dynamics and success of a workplace. By fostering humility instead, organizations can cultivate a culture of collaboration, trust, and innovation. So, the next time you find yourself tempted to assert your righteousness at work, take a moment to pause and consider the value of humility.

Tory McNally, CPHR, BSc., vice-president, HR consulting is a human resource professional, radio personality, speaker and problem solver. She can be reached at tory@legacybowes.com