Middle Way Management and Suffering

In my last post, I discussed freedom - the sort of psychological freedom that leads to right thought, right speech, and right action. In this post, I consider how the true Middle Way Manager™ addresses suffering at the individual and organizational levels.

Suffering in the Workplace
As one of the Four Noble Truths of Buddhist traditions reminds us, suffering exists, and it exists in many forms. Psychologists tell us that the suffering caused by depression, a mental malady, causes real, physical pain. Considering this, we must remain attentive to those who suffer in the workplace - for whatever reason. As we consider suffering in an organizational context, we understand that suffering at the individual and organizational levels causes intense pain that dictates behaviors. A person who is suffering is often angry, spiteful, and hard to work with. Likewise, the suffering organization creates an environment of anxiety that represses creativity and inhibits innovation. Clearly, suffering in the workplace must be recognized and relieved, which is a mandate of the true Middle Way Manager™.

What is Suffering?
People and organizations suffer in so many ways it is impossible to catalog them here. Middle Way Managers cannot always completely understand the causes of suffering, yet they can certainly recognize the symptoms. The suffering organizational member is contentious and quick to judge others. S/he is often late for work or does not complete tasks on time. The suffering organization is ineffective and inefficient with a dark cloud hanging over all. Organizational members work in vacuums and teamwork simply does not take place. The culture of the organization encourages backbiting and gossip and little real work gets accomplished. When both individuals and organizations are suffering, organizational members work in an environment of fear, uncertainty, and doubt (the good, old FUD Factor).

Individual suffering can be caused by issues in the home and at work. Regardless of the origin, it is suffering nonetheless. So often, managers are prisoners of a mindset that considers only work-related issues to be of any importance in a person's work life. Unfortunately, it is inevitable that people bring their suffering to the workplace. Even those who try not to let personal matters affect their work performance struggle with hiding thoughts and emotions throughout their busy day, which, of course, affects their work performance. Issues between organizational members (including managers and those they manage) can seriously affect performance on both sides of the relationship. Regardless of the cause(s), it is the responsibility of the Middle Way Manager to recognize suffering and take measures to relieve it.

Organizational suffering is caused by leaders and managers. Because these people set the policies and often create the procedures of organizations, it is their responsibility to see that their work does not create undue suffering. Draconian managerial edicts and treating people like children cause suffering. Encouraging a culture of duplicity and allowing people to treat each other poorly cause suffering. Handing down goals and objectives that are impossible to meet causes suffering. Considering people to be nothing more than resources to be manipulated in the interest of profit, rather than vital human beings, causes suffering. It is the special responsibility of leaders and managers to recognize their roles in the relief of suffering in organizations.

The Relief of Suffering
Like suffering, its relief can take many forms. Many organizations have policies and procedures in place to help relieve the suffering of organizational members. Employee assistance programs, health insurance and counseling availability, and plain, old-fashioned personal interest are excellent ways to help relieve individual suffering. Managing  with compassion and gentle accountability creates an environment in which people understand that it is okay to suffer and that there are ways to relieve their suffering. Encouraging organizational members to seek help when it is needed and to offer the time for them to do so must be a part of your Middle Way Management practice. Helping people change habits and behaviors by applying the Middle Way Management practice methodology can help move people into a new thought space that relieves their suffering on several levels.

Regardless of the method(s) you choose, the relief of suffering at the individual and organizational levels is a crucial part of developing your Middle Way Management practice. You will find that relieving the suffering of others with compassion and empathy increases your own happiness and makes working at your organization a more fulfilling and rewarding experience.

In my next post, I will consider the role of humility in your Middle Way Management practice.

Until then...go now, and manage with compassion!

Onward! Darin

Copyright © 2009-2012, Darin R. Molnar, PhD. All rights reserved.