First published on Sunday, 5 June 2016 in Gender Dynamics©.
by Dr Pauline Crawford
CHANGING THE RULES OF THE GAME
Okay … so you’ve been in a boardroom or two and you’re struck by how similar they are one to another. There is the imposing table that dominates the room with a dozen or so comfortable looking chairs surrounding it … whatever its shape. You also notice that the most comfortable looking of those chairs is located at one end of the table of the other. Now that we have a mental picture of the playing field that so many seem obsessed with changing, let me refer to my previous blog and reiterate the point that I made therein … the playing field is not the issue. More to the point, the goal must be – and the sooner the better – to consider, assess and change policy, procedure and dogma as warranted … in short … to change the rules of the game!
What or who determines how one must play the corporate game? Is it a policy manual gathering dust on an office shelf somewhere? If so, who compiled, composed, created, authored, inscribed, transcribed, engraved, penned, carved in stone, scripted, entered, and/or recorded that document? More than that, how are existing laws, rules, guidelines, dogmata, and accepted courses of action amended, edited, corrected, revised, modified, and/or rewritten? How does a qualified candidate/employee make it to that coveted prize … the top rung of the ladder of success? Is it truly policy or are things more controlled by a vote or two from what is – generally speaking, of course – a predominately male group of voters? What are the rules of the game that determines just who gets to pull his or her chair up to that majestic table and be one of those who decide the direction of the organization … the strategies and the big picture? Whether or not it’s a boardroom or an office that sits on the top floor with the great view, we need to know that this part of building is not built upon a glass floor.
Men and women around the table making the future grow in innovative ways
It is imperative that we work to change the rules of the game. In order to initiate the process, we can no longer buy into those old arguments that continue to crop up every time one of us has the temerity to broach the subject of changing the rules? Those “same-old, same-old” conversations have been designed to drain our resolve in challenging the status quo. “Why fix what clearly is not broken,” is an expression that has absolutely no traction given the mountain of evidence to the contrary. The system that was implemented more than 200 years ago IS broken, and it is far beyond ‘fixing’ at this point in time. It must – and it will – be changed and replaced. This journey to our future is about MEN and WOMEN succeeding and thriving together. That degree of change mandates a new blueprint, a “We are in this together blueprint,” where the old last is thrown away rather than using it to repair a worn out shoe or to cobble a new one that simply duplicates it. A shoe that fits exactly as the old one did is simply a reiteration of that ‘same-old, same-old’ argument that we’ve been hearing for decades if not centuries. And just when should we anticipate the needed change be implemented? Well … in my opinion … The Time Is Now!
Stay tuned for Part 3!