“I want to redefine my relationship with work.” — I lost count of how many times I read or heard these words in the past couple of years.

 

These words express a yearning for more of something we don’t know exactly what it is. And less of another something, also not clearly defined.

 

But what we want to explore today is the underlying blur of what work is, who we should be at work and how we should relate with all elements within the work sphere.

 

We believe that work, in its highest form, is the natural expression of ourselves, human beings. Ideally, that expression should be joyful, fulfilling and allow us to make a living — but it is not only centred in money, nor in work being the be-all and end-all of our lives as it has been normalised in today’s society. It is one point of interaction we have with the world.

 

Many elements compose work, but today we’re focusing on understanding our careers and jobs.

 

Our work identities are the part of our full selves that is in direct contact with work. Just as we have our other identities in the scope of being part of family, friendships, society, etc.

 

It’s important to note that although the whole of who we are is not required to show up to do the work nor to interact with people in the context or work, but it can be influenced by what we learn and experience within work, affecting other spheres like our personal sphere.

Work has certainly evolved, and it will continue to evolve. If before we would stay in a job for our whole lives, today we can even transition careers within a couple of years.

 

And in this lack of a clear definition and the gaps created as the work landscape changes, we — each of us and the companies we work for — start filling them with our own perspectives, needs and wants. And that is okay, this is how bit by bit, we model work and our relationship with it.

 

And this is how we often find ourselves navigating between a we are a family to work is just work philosophies. Considering that these philosophies have their foundations in outdated and even toxic ways of approaching work, we’re not creating the conditions we need to thrive.

 

We are a family envelops us in enmeshment, especially when the definition we have of “family” is not healthy — or it is being used as an excuse to demand more, often unjustly. Work is just work is so transactional that one cannot avoid looking at work through an exchange lens, preferably of mensurable goods: money, time, benefits, titles,… Losing a bit of ourselves, as human beings, in the process.

 

So many things are changing in our work spheres — the shorter spans of our roles, the exponential growth in technology, the power that the internet has to create a level playing field, and the need for healthier relationships and fulfilment — that it is time to cultivate a different approach:

 

 

Before we continue, it’s important to note that:

 

Work is a series of championships - we have different leagues, levels of proficiency, etc. It becomes lighter, if not exciting to understand and play in this world of possibilities. We’re all important players, we just need to choose the games we want to play — or the intersection of what we can be good at and the championships that need our strengths. We have more autonomy than we think we have. Now more than ever.

 

Career 

Instead of a linear path, we see careers as ever-evolving journeys. Careers are moulded according to where we are in life, and of course, the evolution of the market landscape. We detach from the expectation that we graduated in something and we have to continue on that path. Or that we didn’t graduate and we have less value. Our careers can have several acts. One can start as an engineer, become a painter and then a stay-at-home parent.

 

Job 

Getting and leaving a job is more fluid. We don’t need to stay in the same job forever. And a high five to those boomerang employees — we can even come back to a company later on, bringing more value than ever before. Just like players change teams.

 

It’s not uncommon to join a company and not have a clear role and expectations. A more balanced team, just like a sports team, defines a specific role and responsibilities for each coworker. There's clarity about who does what, reducing the chances of misunderstandings or unrealistic expectations. We have a bigger sense of ownership of our roles, we want to bring our best to the team.

 

As our roles are more defined, we can see more clearly our impact in achieving the organisation’s goals — because at the end of the day, sprint, quarter, and year, those become our goals as well. We’re committed. It’s our championship. Organisations continuously communicate their goals, progress, and changes — and it is on us to keep them in mind while working on our department’s metrics. The goal of our position in the organisation is to contribute to the achievement of the collective goals.

 

Organisations take care of their people — as human beings. The focus is on creating an environment that will bring the best of each other. Everyone sees each other as a valuable player. We also look for and nurture healthier work relationships. Good communication and collaboration practices are adopted by everyone, setting a healthy pace for the whole team. We put our egos aside more easily, as everyone is focused on achieving the goals together. Collaboration over competition.

 

We bring more of ourselves to work than we want to admit — yes, all that baggage, fears, beliefs, behaviours, triggers, trauma... And it’s ok, we’re humans. But when we own our work identities we leverage work as an opportunity for growth — professionally and personally.

 

A healthier work identity thrives on owning the fact that we’re all human and we’re always growing. It knows how to lovingly separate who we are from what we do. We cheer ourselves on. We own our limits and mistakes. We actively seek self-actualisation. We communicate our needs. We take care and protect ourselves. We leave when we want or have to.

 

The thing is: in a sports team, each player nurtures a good sense of self so that they can be at their best and evolve, while contributing to the championship they’re on.

 

We hope that today’s post will remind you to nurture a healthier and more detached relationship with work.

 

We have more autonomy in our work lives than we allow ourselves to see. Don’t live life powerless out of habit: get out of your comfort zone and design your career in a way that works for you.

 

 

P.S.1: Shameless self-promotion message today — we launched our first program: Land Your Dream Job + Career Design System. 

We're not quite there yet with the name, but we're so excited to help people design your career in a way that works for them. 

If you're considering changing jobs, or you're rethinking your career, we'd like to invite you to check our curriculum and the toolkit. And… we'll be going on this journey with you! Alongside with the course, you'll have 1 year exclusive community support and 2 personalised CV feedback reviews included (if you join as a founding student).

 

P.S.2: How are you? Where are you at? Anything we can help with? We're here for you — just reply to this email or leave us a message.

 

P.S.3: And before we go, was this topic helpful to you?

Something to reflect on

If you look at the different elements of the work sphere, can you see where you are in the spectrum of enmeshment <> sports team <> transactional dynamic?
 

Something to read

Yvon Chouinard, founder of Patagonia, is one of the people I look up to — especially after I read Let My People Go Surfing. In this book, he shares Patagonia’s journey from the start, a journey of a group of people who wanted to do things their way, always in alignment with their values, and kind of by chance they ended up creating an empire.

 

It is inspiring and it is also one of those books that flips how we think about things. If you get to the part where they finally were able to enter the Japanese market, you know what I mean.

 

It’s work as a form of expression with team work at its core.

Something to DO

How often do you organise team building activities?

 

Team building activities can be great to get to know your team mates and to create more cohesion in your team.

 

This week, we’d like to challenge you to integrate (even a small) activity on your team’s calendar on a recurring basis.

 

Here are some ideas that you can use with your team — some of these you can even do right before an all hands call.

Alternatively, especially if you work alone, have you considered doing a team sports or any type of activity where you’ll be doing something together with other people?

LET'S CONTINUE THE CONVERSATION

Do you have any thoughts or insights regarding today's topic? — we'd love to hear! Join the Humankind Works community and share your thoughts with us.

 

P.S.: Access to this post is limited to community members - to become a member please apply here.

EXPAND YOUR KNOWLEDGE

COOL THINGS PEOPLE ARE DOING

CAPITAL FOR GOOD

WORK WITH PURPOSE

HUMANS BEING AWESOME

Since 1971, the Pacific Marine Mammal Center has been rescuing and rehabilitating ill marine mammals, in the California Coast. Once the animal has gained an optimal weight and is competing for food, they release them back to the Ocean.

 

Last month was Remy and Drake’s time to make their way back to the ocean after 2 months of rehabilitation!

 

(Click in the GIF to watch the full video)

 

Thank you so much for the lovely messages you've been sending us.

 

We're all together in this journey of making work more human and step by step, we'll get there! 💪✨

 

If you any thoughts or feedback for us, we'd be super grateful to hear from you!

 

Ana, Catarina and the Humankind Works team

 

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