Last week, a chance encounter with a stranger led to a conversation about the notion that “one person can’t make a difference.” It’s a sentiment I have encountered multiple times throughout my career in information technology, in my first managerial role, when previous employers hesitated to take critical business steps, or whenever I voiced concerns about workplace issues. It seems that I am a tad sensitive to this scepticism.
This time, it hit me harder than usual. Recent events have been weighing heavily on my mind, such as the disappointing outcome of the Yes Vote in Australia, the ongoing genocide in Palestine and the death of thousands of children, to the alarming number of women murdered in Australia by those they know and today, watching a 7-year-old child having their rights read to them in Australia. The list goes on and on.
Can one person make a difference?
The stranger’s casual remark made me reflect. Am I too idealistic? Do I view the world through rose-coloured glasses, believing that one person can make a difference? Or is it possible that extraordinary individuals have surrounded me for so long—entrepreneurs who strive to (and do) change the world, not-for-profit leaders who tirelessly support women, and selfless individuals who generously contribute their time, energy, and resources to charities—that my perspective on reality is skewed? Could it be that in the “real” world, it’s such a case of survival that one person’s efforts cannot change much or make a significant difference?
Upon deeper contemplation, conversations with friends, and watching the worldwide rallies, I remain steadfast in my belief that one person can make a difference. And, of course, history is littered with examples of individuals whose sheer determination led to groundbreaking inventions, such as Thomas Edison’s light bulb, or who navigated nations through the darkest times, as Nelson Mandela did with apartheid. They rallied others around a cause and instigated change.
How do we translate this belief into our workplaces?
As leaders, how can we make a daily difference? What actions can a single leader or manager take to make a difference? While I believe in the power of collaboration and the collective, and if you want to travel far, travel with others, I wanted to explore what personal actions an individual can take. And while I have some ideas, many of which I have done myself, they are but one perspective. Your circumstances may be unique, and my suggestions may not apply directly to you. The crucial point is to contemplate ideas for daily actions that can make a difference in your work and personal life today. What action, if observed by a stranger, would affirm that “yes, one person can make a difference?”
Here are my thoughts:
Lead with integrity
Does it bear repeating? Yes, it seems it does. I see many examples of “leaders” not leading with integrity. They are happy to break the rules to get the desired outcome regardless of the impact on their teams or organisation. My advice is to be different. Demonstrate unwavering ethical behaviour and lead by example. Your commitment to honesty, fairness, and transparency will set the tone for who you are and how others need to be with you and around you. People don’t want to break the rules around someone with integrity because they know they will not get away with it.
Speak Up
Don’t hesitate to raise concerns or address issues you observe. Encourage open and honest communication, and do not be afraid to voice your opinions respectfully. And if you are a leader, you must speak up. “The standard you walk past is the standard you accept,” spoken by retired Australian Army Lieutenant General and 2016 Australian of the Year David Morrison, highlights leaders’ pivotal role in shaping an organisation’s values and ethical principles. Don’t stand by when bad behaviour is happening around you.
If your company doesn’t have a mechanism for employees to report unethical behaviour, bullying, or misconduct, please find a way to report it. Escalate it to your management or human resources. If you are part of a union, let your union representative know. You might not change that one behaviour by speaking up in that one particular instance, but you set up the environment for the next person who reports it. It becomes a domino effect, and sooner or later, more dominos will be standing shoulder to shoulder. And it gets easier for the next person.
Now, suppose you feel unsafe to do this because of repercussions or retaliation concerns, or confidentiality cannot be guaranteed. In that case, you can write to associations (almost every industry has one) or report your concerns to an ombudsperson or government entity.
Advocate for change
If you can identify areas where the organisation can improve, advocate for necessary changes. Present your ideas and solutions to management or relevant teams to drive positive transformations. Build a coalition of the willing – this could be other employees impacted, clients or suppliers. Once you think a bit more about who else can benefit from the solution, you will find many more allies to help you obtain the needed change.
Be open to change and willing to adapt to new approaches or technologies. Not everyone will immediately embrace change or want to be on your bandwagon. Be prepared to address resistance with empathy, patience, and open communication. And lead by example. Especially if you are a leader already or aspire to be.
Volunteer for leadership roles or projects
Who has time, right? I get it, but if opportunities arise, take on leadership roles or projects that align with your strengths and interests, especially if they will positively impact your environment or colleagues. As an example, when I wanted to bring meditation services into our workplace a few years back, I took the leadership for that project. I could have delegated it or not done it, but I felt it was important enough for the workplace well-being that I advocated for and got it off the ground. I know many people benefited from the program and it went a long way to help them deal with the stresses in their lives.
Promote inclusivity
Embrace diversity and inclusion by treating colleagues respectfully and kindly. Support initiatives that foster a diverse and welcoming workplace. Stand up when you see colleagues from different backgrounds or genders being marginalised or ignored. Or worse, actively being discriminated against. Don’t stand by and let lousy behaviour occur. Because what happens today to your colleague will happen to you tomorrow. It’s a matter of time if you work in a culture where no one speaks up and calls terrible behaviour out. I hate to say it, but it will come back around to you. Sooner or later. That kind of toxic culture feeds on it. So, protect yourself for tomorrow by protecting those who can’t today.
Share your knowledge
Share your expertise and insights with your colleagues. Offer to train, teach, mentor or provide resources to help others learn and develop their skills or to learn more about a particular topic. For example, if someone is uncomfortable giving feedback, and you are okay with it, share your expertise and help them learn. That one new skill you just taught them might positively change their career projection and profoundly impact their life.
Participate in improvement initiatives
Engage in initiatives to enhance the workplace, such as process improvements, cost-saving measures, or sustainability efforts. Look for problems around you where you have a better solution. I get it. The adage is that those who recognise the problem must solve it, and you are busy. But do it anyway. Not only do you learn, but you add value and can make a massive difference to the organisation or your team. You might become indispensable and be known as the person who saved the day and brought tremendous value.
Network and build relationships
Establish positive relationships within and outside the organisation. Your connections can lead to new opportunities and partnerships that benefit you and your organisation. But connections also build up other people, and one chance conversation or connection with another person can set the stage for making a difference in their lives. Or yours. So don’t ignore those moments.
Final thoughts
I am convinced that if more people stood up, shared their knowledge and expertise, advocated for change, connected and communicated better and made their voices count, we would have much better workplaces, less stress and more harmonious environments.
Of particular interest to me are the many studies and anecdotal evidence that suggest a positive correlation between employees speaking up in the workplace and seeing a reduction in bullying, harassment, and bad behaviour. Practices such as whistleblower protection laws, an ethical and solid organisational culture where employees are encouraged to voice their concerns and provide feedback, and effective leadership that fosters open communication with a zero-tolerance policy for unethical behaviour make a significant difference.
But it must start with someone. And why not you? Maybe even put it on your next interview question to your prospective new employer and ask them how they foster ethical standards and behaviours in their organisation.
Unethical and unjust behaviour are like fungus and grow in the dark. If enough people in an organisation, or society for that matter, shined a light on the dark corners, it would expose wrongdoing, hold individuals and organisations accountable, and pave the way for positive change and a more ethical and just environment to live and thrive in. Who wouldn’t want that?
As always, if you invest in yourself, the rewards will be unfathomable.
Until next time.
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