Universal Language
In recent conversations amongst collaborators, a recurring theme- language and how our interpretations of the words we use shape the environments we create- continues to surface. This inquiry has always interested me. However, after a recent professional development session, I found myself delving deeper as I listened closely to the key language stated. Naturally, my attention should have been on the content, but the recurring phrases and lack of validity made it nearly impossible to focus. My ears only heard, “I want you to do this…, You must do that and in this order…, My teachers will complete this…, by this date.”
I found myself thinking more about how words are internalized and how they can inspire intrinsic motivation. Used as a reflective tool, the language we use can shift the dynamic within any organization. According to the National Library of Medicine, “In the field of organizational behavior, the selection and application of language in multilingual environments can affect the effectiveness of collaboration and quality of communication within teams (Lee & Kramer, 2016).
With this view of meaningful connection and progression in mind, I couldn’t help but look back on the directives given throughout this meeting and ask, “What if a universal language of collaboration was spoken rather than one of hierarchy?” This line of questioning brought me back to a focus group I participated in a year prior. Throughout the session, the facilitator asked us to reflect on the terms "my" and "I,” while considering how such words can influence the dynamics within a culture. This focus on two simple and frequently used terms provided an intriguing examination into the contextual power of language. If you are so inclined, we would invite readers to view a talk delivered by Frederiksen (2022) and consider how word choice can flatten hierarchies and empower networks.
Reference:
Frederiksen, G. (2022, September). Great leadership is a network, not a hierarchy. YouTube. https://www.youtube.com/watch?v=tZ7ySrDVqOs
, not a hierarchy | Gitte Frederiksen
Lee, Y., & Kramer, A. (2016). The role of purposeful diversity and inclusion strategy (PDIS) and cultural tightness/looseness in the relationship between national culture and organizational culture. Human Resource Management Review, 26(3), 198–208. 10.1016/j.hrmr.2016.01.001
This is the last thing I'm reading this evening, and it is truly resonating with me.