Integration – What is it, why is it important?
Thought-Starter:
Enlightenment doesn’t occur from sitting around visualizing images of light, but from integrating the darker aspects of the Self into the conscious personality.
- Carl Jung
Context:
I’d like to talk about what is likely a very misunderstood term in society and certainly within the business world. Integration. What is it and why is it important?
The term often comes up framed as ‘personal integration’ in therapy or counseling by asking some profound questions. What is our relationship to ourselves? And with others? How do we come to reconcile our different self-states to integrate and become whole?
Often in therapy, we come to recognize and remember parts of ourselves that have been forgotten or overlooked but that need to be integrated into our ‘here and now’ self.
This process may recognize and use different language to describe connecting with a part of you that is vulnerable or feels more shadowy, or harder to reach. In some cases, it may seem as though the younger self is very much present and is ‘pulling all the strings’ - indistinguishable from any other self-states.
The integration of the self to become whole also includes sharing different self-states with others, the light and the shadow. Such as the ‘vulnerable’ self, the ‘angry’ self, the ‘not-knowing’ self, the ‘needy’ self etc. New experiences may seem like simple tweaks, subtle shifts, in our verbal and non-verbal communication, in the here and now.
So how does this relate in a business context?
Well, if we get on the speed/ambition wheel, it’s likely we’re going to lean into our strengths because that is where we feel our power resides. Our energy to succeed feels like it aligns with us being proactive and proving our value and worth in our professional settings. And while this is certainly true, especially when we’re younger and learning, I submit a subtle shift happens as we mature in our work and our lives.
Now, the blind ambition is less important and ‘just wanting to work in a company with a healthy culture and good people’ becomes more of the real goal. We tire of playing ‘office politics’ and want to be valued for our experience and contributions for the larger success of the enterprise.
This may sound like an expressly GenX perspective, but I contend that the GenZ generation is also feeling something similar, but different.
According to the ThoughtExchange’s Gen Z At Work report, “… it’s no surprise that members of Generation Z are at the helm of workplace transformation, redefining the 9 to 5 and setting new standards for employee expectations...
The report found that:
· 96% of respondents said it’s important they feel valued, included, and empowered at work.
· 80% of respondents prefer a job that allows them to explore and grow various skillsets, rather than a job that is focused on a particular set of skills.
· 79% of respondents value having a manager that cares about their personal development as much as their professional development.
As I’ve noted before, most companies design jobs and then put people into them. They’re hiring widgets, filling a spot, building out the team to budget etc. The best managers sometimes do the opposite: When they find talented people, they create jobs around them.
But how can managers really be the best managers if they haven’t done their own work around integration? And that work, when shared across an organization, can create a remarkable work environment because suddenly, people are communicating in a much more authentic way.
They are understanding how to work with different personalities, generational styles, employing emotional intelligence and servant leadership to create something that is about the greater whole. Something almost healing that is creating a valuable community that people want to be a part of.
Now, if this sounds like nirvana, I hear you. I’ve personally experienced it very rarely in my professional life, but when I have, even for a short period of time, I’ve never felt more motivated, productive and excited. It doesn’t feel like a J-O-B on those days.
Organizational culture can change if leaders lead. Leaders lead best when they know themselves – their strengths and weaknesses, their light and shadows. If they ignore obvious interpersonal problems and don’t ask for accountability the culture begins to erode. Pretty fast.
Yep, it takes a mindful, humble and patient approach to lead and steward teammates that is surely challenging in our highly valued ‘fast-paced’ quantitative work life today.
Still, isn’t it worth considering if what we’re doing obviously isn’t working so well?
Prophetic & Insightful Teachers:
I’m a big believer that change can be a good thing. It’s a motivator and opportunity for vulnerability. But it’s rarely easy and needs to be handled with skill.
As Cindy Gallop says, “Despite their good intentions, today's businesses are missing an opportunity to integrate social responsibility and day-to-day business objectives - to do good and make money simultaneously.”
And, Michael Scott (no, not of The Office fame) “Good collaboration essentially boils down to personalities who work well together and are able to integrate each other's notes and ideas without killing each other.
Maybe, we can aspire to more than just surviving our jobs? We know career change is inevitable in a 21st Century, but that doesn’t mean we can’t be learning more about ourselves with each new opportunity. And, as leaders, isn’t that really our responsibility? To be more conscious, aware, and integrated so we can lead others towards a shared goal of success.
It’s at least worth taking a moment to consider, before sluffing it off with a cynical brush.
The Invisible Obvious:
There is a real challenge here.
Can we pause for a moment?
Can we consider what our lives’ might look and feel like if we made integration our goal? How understanding ourselves better, can help contribute to the common good? Can we see that when we have the courage to do our work, our whole lives can feel better and more balanced?
What I’m trying to say here is, we need to make integration a priority. We need it to realize we can get beyond our ‘ME’ perspective, and create real community.
I believe, we long to feel a deeper sense of integration, to feel less fragmented and more whole so we are less stressed out over all the wrong things. More present for the important things in our life with our families and loved ones.
We can keep trying to run the race with one leg.
Or, or we can begin to stand on two feet feeling more centered to take on the hard choices and to do the personal and professional work that leads to greater humility, collaboration and growth.
More on those later…
To learn more about me and my work around integration and accountability coaching please visit invisibleobvious.io.