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I doubt that any statue has ever been dedicated to \u201cThe World\u2019s Greatest Cynic,\u201d\u00a0 although I think we can all say we\u2019ve met some people who could qualify for that title. The fact is that most organizations have their share of cynics\u2014people who believe that \u201chuman conduct is motivated wholly by self-interest.\u201d In the work setting, this fundamental attitude plays out in negative attitudes toward the organization, its leaders, its mission, and its everyday practices.<\/p>\n
One interesting review of research on cynicism in organizations<\/a>\u00a0 points out that despite their negative attitudes, \u201ca cynic can continue to function in most organizations, conducting the day-to-day duties of his or her role. Depending on the nature of how they implement their cynical views and motives, they may even advance up the corporate ladder, based on effective finger-pointing and back-biting.\u201d<\/p>\n The same review also notes that \u201cthe effect of cynicism can be disastrous, particularly if the cynic is a manager\u201d\u2026 that cynical managers \u201cinsidiously instill cynicism in their employees and organizational culture\u201d\u2026and finally that \u201cnone of this makes for effective member participation in organizational change efforts.\u201d<\/p>\n So let\u2019s say you\u2019ve committed yourself to driving some much needed change in your organization\u2014whether that\u2019s a small unit or an entire enterprise. You\u2019re deeply dissatisfied with some aspect of the organization\u2019s practice and performance, and you\u2019ve found that others are similarly dissatisfied, to the point where there\u2019s some real momentum for change. You\u2019ve forged a vision of what that change will look like, created a plan for how to make it happen, and maybe even identified one or two \u201cfirst steps\u201d that will get the plan moving forward.<\/p>\n The problem is that the cynics will be there waiting for you. Openly or behind the scenes, they will argue that the change is unnecessary or doomed to fail. They will badmouth the proposed change effort as \u201cjust another program of the month.\u201d They will gripe about how the change will make their lives and that of other employees more difficult. They will challenge your sincerity, your reasons for wanting the change to happen. Obviously, none of this is helpful.<\/p>\n If your organization is riddled with cynicism, then that\u2019s what has to change, before anything else can happen. And turning that kind of situation around is never easy. The review quoted earlier cites research suggesting that \u201corganizations must address this increasing cynicism by managing more fairly, and operating in an open, honest, straightforward, and particularly, realistic manner.\u201d And if you\u2019ve been following this blog or if you\u2019ve read my book\u2014The Engaged Enterprise: A Field Guide for the Serving Leader<\/a>\u2014you know that I believe that adopting the principles of servant leadership is a great\u00a0first step toward building an organization that is resistant to cynicism.<\/p>\n On the other hand, if the cynics represent only a small minority in your organization, you can probably bypass them on your way to achieving a successful change initiative, so long as you get the rest of the organization on board\u2014and that brings me to the critical distinction between cynics and skeptics.<\/p>\n Unlike the cynics, skeptics want the organization to be successful. They haven\u2019t given up on the mission. They don\u2019t believe that all change is bad, that all change initiatives are doomed to failure. On the other hand, they won\u2019t necessarily be convinced right out of the box that you\u2019ve got it right. \u00a0They need to be convinced\u2014and that\u2019s a good thing.<\/p>\n We need skeptics because they ask good questions to keep us honest and on track. They force us to take another look at our plans, to see if we have this change well thought out. They test our commitment, and \u00a0push us to make sure that what we\u2019re proposing isn\u2019t just another fad. So, if you can pass the test\u2014if you can make a compelling case for the change your organization needs to make\u2014then the skeptics will have done their job and they\u2019ll give you their support.<\/p>\n And the cynics? They may change over time, as the organization changes. Or they may decide that the organization is not the right place for them. Or the organization may decide that it\u2019s time for them to move on.<\/p>\n