A friend had forwarded a post that told a story of an individual who was stuck, depressed, unable to move forward because they were overwhelmed by rules they put on themselves. In this case, depression had left them hung on little things - like not being motivated to scrub dishes, so the dishes came out of the dishwasher dirty - and caused them to not do dishes. The analyst was creative and said - run the dishwasher twice. The person had never thought of it - rules told them they had to get dishes clean and then wash them and they were stuck in that loop. We all get stuck on rules we or others have pushed into our scripting.
Our fragile selves can get hung up on rules that we don’t even realize we’re placing on ourselves, even when things are good , even when we’re not depressed, let alone in trying times.The meme - in short says - there are no rules. Stop putting limits on yourself for no reason. Now, that isn’t a cure - but part of recovery is getting past your limits and your pre-scripted limitations may be keeping you in stasis.
The pandemic has put us all in harm's way. For some of us that’s the daily challenge of actually having to physically go out in the world and earn a living daily, For some that is being laid off or out of work, financially insecure. For some of us who are lucky, we can work from home but that brings many challenges (and opportunities), but in whatever way it impacts you, the rules by which you live either have changed, are working or are holding you back.
It’s hard to self examine and it may help to have others involved in helping you find those rules. I go to therapy regularly, just to help keep me in balance - and I’ve found there’s a very real and positive effect of having someone help you with perspective.
But some of this you do yourself too. Sometimes it’s just changing the order of things. Sometimes it’s stepping back and determining that some things are unimportant and that sometimes, little things, while seeming insignificant, are self care or care of others you love.We are creatures of habit and some of those habits help with comfort and others keep us from getting things done.
Control is one of those things. I’ll use an example of someone who is overwhelmed with all of their stuff (on the verge of hoarding) - they have their rooms piled with magazines, stacks of clothing- they have too much, need to part with some things and are overwhelmed with the prospect of going through their stuff. Others could help them but because of their need for control, they cannot let others help, And subsequently it doesn’t get done, even if they work at it. By not giving control away to help with it, they’re really sacrificing the control one gets when they’re free of that clutter - to make use of space, to keep clean, to enjoy what they do keep and have.
This happens at work too, when managers feel they need to control not only what is happening but how it is done, rather than allowing individuals to determine their best way forward - or at least collaborate on a mechanism.
And for one’s own rules about self, we can find ways to shatter those scripts and improve our lives, but what about the scripts we have in dealing with other people - our work ethic and our social contract. Things are a little more complex with others in the equation. Our rules exist to help ensure we keep promises, do good work, etc… but they too need to be taken out and looked at.
Another post that pointed this out crossed my path for the second time in a few days and said “Stop glamorizing overworking. Please. The absence of sleep, good diet, exercise, relaxation, and time with friends and family isn’t something to be applauded. Too many people wear their burnout as a badge of honour. This needs to change.”
I absolutely agree. It was interesting, however, when I first saw this, how many people came back and defended overworking. One boss said he encourages people to push themselves to achieve. To set the rest of their life side in order to move ahead of their coworkers. Clearly mental. Sociopathic.
It’s true, there are times in our lives where we need to push. But the race we are running is a marathon. We cannot sprint through it.
In this case the rule we need to learn is balance and in this pandemic, there are opportunities as well as challenges - it’s key to find them and some of those are rules.
Where we need to be careful is where our decisions affect other people and see where we can be flexible and still keep our commitment or contract - it frequently involves being flexible enough to get where you're going by helping others get where they’re going and that means examining your rules to see if they are not forcing you into win/lose thinking.
As a business owner or as a manager, you are presented with people’s real world issues continuously. A car doesn’t start, a school is closed, a family illness takes precedence - all of these things present very difficult challenges to those experiencing them and we as leaders can either get hung up on our rule or we can flex, understand and adapt. The latter allows others to get more balance out of their situation - and in reality, we are on this earth to live. Business is a construct of our own making, so we can define this by making reasonable commitments and plans and then flexing when issues present themselves.
And yes, pushing hard in a single direction - sprinting - is needed every so often, but we need to understand that sprinting continuously, for most people, is not sustainable. There’s no recharge. Those that choose this are often people who have chosen work over family, over home, over hobbies - and we might call that obsessive behavior, if they weren’t pointed in a socially acceptable direction.
If that is how you choose to spend yourself, that is one thing. But expecting it of others is demonstrably harmful to many. And we don’t have to live this way.
We can accomplish work goals and personal goals if we plan for reasonable work loads and are flexible when life happens. And when we do need to sprint, it’s either a short planned event or an emergency. Work is already ½ of your waking time if not more.
Because overwork culture is our own scripting. Stretch goals are set to push people to perform beyond what could be reasonably expected in a reasonable week. It’s not that we aren’t already massively productive without working 50 and 60 hour weeks. We need to orient business at performance with planning. Counting on overfunction is a sure recipe for disaster and can only be justified if you don’t care about people.
We need to remove the scripting that says we are not productive if we’re not constantly online or at work. We should not feel guilty if we are spending time with family or at the doctor or cooking, doing laundry, paying bills, working on the house or the yard, doing a hobby or watching a bit of television or reading.
That means we need to set realistic goals, to reward managers who meet their goals and provide their workers with flexibility. We need to reward workers for doing their jobs effectively. Right now we view that as a participation award, which it is not. Maintaining your ability to produce reliably is very important, more important than your ability to overwork and burn out. Yes, special situations where you fix a problem or exceed expectations where it makes a real difference is important. But the goal shouldn’t be the overperformance. It should be able to be successful without superhuman effort.
If you are counting on superhuman effort, you are planning on someone giving up their personal health to succeed. And that is sociopathic.