This was one question I posed to the Interviewee, based on the brief given about this challenge:
One reason behind low levels of gratitude in the workplace has been found to be that when we tell a colleague how we have been impacted positively by them, feelings of vulnerability and insecurity may surface. In competitive environments, people may be hesitant to share credit for their work, afraid that it will undermine their status/advancement opportunities. How could this obstacle be addressed? What other obstacles do you see to cultivating a culture of gratitude and what solutions do you have?
Three Key Insights from Interviewee
1. We have been taught that our success is ours alone and we need to protect that at all cost. However Google has found that shared credit/appreciation for good work done actually helps the team to be stronger, more cohesive and in turn more innovative and productive. When we have one less 'survival' thing to be concern of, we naturally divert our mental resources to creativity and innovation (both of which need a nurturing environment to flourish). We need to celebrate team success more as well as the team leader who helped the team move along the path to success.
2. Another thing I would add is getting others to vote how this team has helped other teams to succeed as well. How has one team shared resources or lent ideas to others when they see others in need and/or the idea/thing they are working on would benefit someone else better instead?
3. Barry Oshry's work on systems in organisations needs to be downloaded to everyone. When we can see where we are in the system and how we are impacted as well as how others are impacted, we will tend to be more compassionate towards our leaders and vice versa. People in systems do crazy things to one another they themselves do not even realise. Move people around the system so that they see things with a different lens.
Another question I posed to her was on what content would be vital for a toolkit for executives, HR/OD professionals on creating a culture of gratitude.
Here are some of her insights:
1. Create a 40-day gratitude plan to enable habit formation, starting with small practices.
2. Use a Head (Why gratitude is important), Heart (exercises on gratitude, mindfulness etc), Body (somatic experience of gratitude) Framework for Promoting Gratitude.
In terms of context, this interviewee was speaking to workplaces in general.