What Do We Mean When We Talk About Human Organizations?

Human organizations are workplaces that prioritize personal growth, deep human connection, and a shared sense of purpose. By allowing employees to bring their whole selves to work, they foster psychological safety and boost creative problem-solving. This approach aligns with John Naisbitt’s vision: ‘The most exciting breakthroughs of the 21st century will not occur because of technology, but because of an expanding concept of what it means to be human.’

Indeed, we can easily recognize these workplaces because they radiate life. Personal growth flourishes here, creating a serene environment filled with high-quality human connections. However, since our nature drives us to be interconnected, why do we so easily fall into loneliness? Why do we often feel isolated from others at work?

Why can we not feel like our true selves in the office? Unfortunately, we often leave a massive part of our identity behind when we step into the workplace. But why does this happen?

On one hand, this stems from our personal fears. As employees, we fear being inadequate, being different, or not fitting in. Consequently, we believe we can reduce these fears by showing only a small fraction of ourselves. We think this gives us control and keeps us safe.

Thus, we limit our own potential. We fail to see how this self-imposed cage restricts us. In this state, we cannot express our creativity or perform at our full power. Although we might not realize it, we secretly feel we are betraying our deep desire to be authentic.

On the other hand, organizations also harbor deep fears. Specifically, they feel the need to control and minimize the ‘risk’ of becoming a true community. They worry about what might happen if everyone showed their true selves. They fear distraction from core objectives. Therefore, they write endless standards, manuals, and rules for everything. Yet, without trust in people’s inherent goodness and creative problem-solving abilities, building a genuinely human environment is impossible.

Without trust in people’s inherent goodness and creative problem-solving abilities, building a genuinely human environment is impossible.

How do human organizations transform these workplace fears into opportunities? They actively invest resources to create spaces that foster mutual support, helping employees transcend their anxieties. Furthermore, these human organizations champion individual purpose and empower people to be authentic, creating an impact far beyond themselves. They understand that supporting human growth is not just a nice benefit. Indeed, it directly drives financial performance and long-term sustainability. This is absolutely essential today.

Can we shift our relationships to a healthier space within human organizations?

To achieve this, human organizations design environments where people learn as they go. This process happens ‘from the inside out.’ Because inside is where we are truly alive, we can easily transform inefficient, distrustful relationships. Consequently, the work environment is renewed, allowing us to recognize and appreciate each other’s inherent value and greatness.

Human organizations invest resources to create spaces where fears are transcended. They promote individual purpose and empower us to be fully ourselves, impacting the world beyond.

Ultimately, human organizations build spaces where people help each other reclaim the parts of themselves they previously hid. They allow us to develop a deep sense of purpose. As a result, we can enjoy our daily tasks and find true happiness in our work, fully supported by our colleagues.

Can you imagine living in a world where you truly enjoy the work you do every single day?