Choosing the Right Metaphors: Ensuring Respect and Dignity in Organizational Change
Organizational change is a nuanced process that demands more than good intentions; it necessitates a thorough understanding of the implications of the methodologies we use.
As the year closes and we shift from theoretical change initiatives to annual actionable plans, the importance of the symbols and stories we choose to guide this transformation cannot be overstated.
I remember a senior leader at a previous organization I was part of presenting a flowchart that detailed the admission and confinement process of people in prisons, intending it as a template for systemic updates amidst burgeoning organizational conversations about diversity, equity, and inclusion. I’ve included a similar one in this post.
The goal was to employ similar flowcharts for our systems and processes overhaul. However, as one of the few Black men at the organization, I found the comparison jarring and out of place. It served as a stark reminder of how carelessly chosen examples and metaphors, especially those with ties to the legacy of slavery and the realities of the commodification of Black bodies in America, can be inadvertently used, thereby undermining the principles and culture we aim to establish.
Using such imagery to emphasize urgency or to streamline our workflow is not only insensitive, but also damaging.
The goal was to employ similar flowcharts for our systems and processes overhaul. However, as one of the few Black men at the organization, I found the comparison jarring and out of place. It served as a stark reminder of how carelessly chosen examples and metaphors, especially those with ties to the legacy of slavery and the realities of the commodification of Black bodies in America, can be inadvertently used, thereby undermining the principles and culture we aim to establish.
Using such imagery to emphasize urgency or to streamline our workflow is not only insensitive, but also damaging.
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