When thinking about inspiring change within organizations, it's useful to really understand the nature of what we are faced with. Many organizations function as high control organizations, who accomplish their goals via the control, disempowerment, and exploitation of the people employed. Of course, this isn't made apparent- it operates within the undercover workplace, hidden under layers of expectations to align to company values (that no one truly fully aligns to), bravado, and hyper-focus on winning and achievement.
A few months back, I saw a video around high-control organizations (like cults, for example) and began connecting the traits being described with my experiences in the organizations I have worked for. The article 5 Features of High Control Religions and Groups introduces 5 features of high control organizations that I'd like to explore further (the article was not tied to workplaces; this is a connection I am making on my own):
The group itself or leaders of the group dictate how members should think, act, or feel: In organizations, there are established norms around how people should think, feel, and act. These norms are based on the experiences and expectations of a dominant culture, and rarely reflects the diversity that exists.
The group is elitist and believes they are special and superior to non-members: An especially insidious way organizations can exploit this is by disguising it as company pride. Company pride in itself of course is a positive thing- but when it turns into an "all or nothing" or "win at all costs" mentality, it can be toxic. Manipulation tactics, abuses of power, and other negative behaviors are often the result of this mindset (not always, but often) which can cause irreversible damage to the business, and the people in it.
Members are expected to dedicate significant time and/or other resources to the group: Leaders in high control organizations expect employees to be dedicated more to their work than their personal goals, their families, hobbies, etc. They expect the job to be front and center in the employee's life and expect that the employee will design their life around the job. Anyone not willing to go "above and beyond" is labelled as less than desirable, or "not a team player". Anyone who does go "above and beyond" is rewarded in order to solidify the behavior. As an example, we've noticed an increase in employers shaming Gen Z and Millennials for not wanting to go above and beyond "out of a sense of duty and responsibility" to the organization. These generations have learned through observation that prioritizing your mental and emotional health over work is not only healthy, but essential to remain productive and live fulfilling lives- healthy behaviors that high-control organization like to discourage (because it means less control and influence).
Polarized us-versus-them mentality towards outsiders and non-members: Another behavior control tactic of high control organizations is to create that us versus them mentality and use this to control behavior. Preying on the need of most people to belong and fit in, they threaten to take away critical support and resources (social and material resources) for noncompliance. Since our culture operates within a scarcity mindset, people are driven to maintain their comfort (and resources) by any means necessary- or be left without. This creates the "us" versus "them" dynamic, with those in the "us" category (convinced that the organization's way is best) begin policing and bullying those in the "them" category until their compliance is achieved.
Questioning, doubt, or dissent are discouraged or punished: Anyone that questions the system or behaves in ways not aligned to the status quo of the organization is labelled, ostracized, or punished in other ways in an attempt to align their behavior unquestioningly. Connected to the #4 point above, organizational members are driven to never go against the grain or question their treatment, for fear of losing any perceived benefits from affiliation with the organization.
How many of the above characteristics have you experienced within your organization?
Are all organizations "high control" organizations?
Well, no- and yes. Operationally, there are important controls that need to be in place to protect business assets (intellectual property, for example), physical property, and a host of other things. When the controls spill over into the social organization of the culture, it can turn negative, and the 5 things listed above become toxic to the business, and the people in it.
All 5 characteristics listed above are characteristic of narcissistic organizations, and having a few of the characteristics does indicate that your organization is socially unhealthy.
What reaction do you have to the above 5 characteristics? Do you feel those characteristics are healthy, or "normal"? If so, why? In order to begin talking about and addressing issues like narcissism in organization, we first have to examine our relationship to these behaviors. Do you benefit in some way? Are you able to recognize when others may not? Do you feel that "the game" is valid and that losers deserve their place?
Is it a little extreme to liken our normalized workplaces to cults? Hmmm...maybe, maybe not. To be fair, most things I write about here are outside the box, so if you've subscribed for a while, this should be expected :).
Without examining ourselves in this way though, it's hard to get to the heart of why characteristics like the ones above are allowed to exist (and thrive) in our society. I believe in examining the problem from all angles gets us the best possible data we can use to resolve the issue- and this is one way to do it.
Change first starts with us- and- through our changed behavior and influence- we can shift the social dynamics in ways that result in emotionally, socially, and mentally healthy workplace for everyone.
If this article gives you a different perspective on the fight to make our organizations safe spaces, leave a like or a comment -I'd love to know your thoughts!
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Hi! I'm Nicole, an organizational consultant and personal coach, who is passionate about inspiring the changes our society needs for all to thrive. Using lessons learned from my own experiences and challenges, I hope to help people within organizations by creating mentally, socially, and emotionally healthy workplaces for all. Check out the other resources on this site for more ways to do just that!
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