January 18th, 2010
Had great conversations with a couple of people I am terribly fond of this morning and I am left thinking about organizational and community boundaries.
All organizations and communities have boundaries and send messages about who is welcome inside those boundaries and who is not. Some of this is communicated through very explicit messages, but a great deal of it is communicated in a more implicit way.
I have worked in the past for an organization that has a policy stating that employees are not allowed to have visible tattoos. This is a common example of how an organization sends explicit (and intentional) messages about its boundaries, and again, all organizations and communities have boundaries.
What is of real interest to me is the implicit (and often unintentional) messages that are sent out. For example, if an organization talks a great game about how it appreciates and embraces diversity, yet it does not have any gender diversity at the senior leadership level…does that speak louder than words…is there an implicit message going out that says “this is great place for guys to get ahead?”
I think that implicit messages can be very powerful in determining where we work, where we live, where we worship and where we play. Whether it is intentional or not, a Muslim considering moving to your community is going to get some messages about what is like to be Muslim in your community…a female manager considering coming to work in your organization is going to get some messages about what it is like to be a female manager in your organization.
So my real question is this…
Is your organization or community paying attention to those messages and what their impact might be?
Be Good to Each Other.
Joe, what I got out of your post is that sometimes what the organization portrays itself in formal communications is not truly the reality of what is going on (implicit vs.formal communication). Employees and potential employees are going to find out fairly quickly if there is an inconsistency between what is communicated and the reality inside the organization. In effect, are the leaders walking their talk. If they communicate that diversity is valued, is the leadership team diverse? The implicit messages need to be aligned with the formal messages, if not, they come across as inauthentic and self promoting.
Joe, most organizations have both prescribed boundaries [departments] and emergent boundaries [work groups, social networks]. Here is a social network analysis map that shows both. The people [as nodes] are colored by their formal department membership and their interactions [grey links] reveal their emergent groupings. Notice that some people interact only with their own color [blues talking to blues] while others are boundary spanners connecting multiple groups [reds talking to blues/greens/yellows].
I found implicit communication betweens strangers often leads to massive misunderstandings, and corporate boundaries are the example with the most consequences: one very common such “implicit” limit — non-existant in most cases — is about having female executive. Many employees will react very badly to the idea that their career is not welcome, because they see no one in a skirt on the top floor. Official policies usually won’t change that prejudice, no more than a campaign about thinking out of the bos will have IBMers come up with facial tatoos any time soon.
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