Communication

Entering a new workplace has a certain pressure that pushes people to engage in self-presentation in the office. Self-presentation means managing behaviours, emotions and even the way other people perceives oneself. Understandably, new employees want their coworkers and bosses to like them; however, there are cases when they have to keep up appearances even if they have been with the company for a long time. Imagine how difficult it is when you cannot freely express emotions, share your sense of humour or generally just be yourself at work. This habit is unhealthy in the long run, and it can take a toll on your mental health.

A lot of people are not very keen on exposing their true selves at work since they feel like other people won’t accept them as they are. It is beneficial to the company if they can create an environment where their people can be authentic at work without feeling that it is a risk. The culture of authenticity in the workplace creates more long-lasting and better relationships with clients and coworkers. This is because a deeper understanding of one another leads to higher levels of trust. Since no one has to hide who they are or be too careful about how they carry themselves, the workplace becomes a positive place to be. Sydney’s Keynote Public Speaker Jahan Kalantar can explain the effects of authenticity in his talks.

Authenticity involves sharing things that reflect who a person is, what they love or hate. It is about sharing the things that make them unique. Being able to express their true selves enables each member of the staff to create a positive and healthy environment in the workplace. The purpose of authenticity is to allow each working individual in the company to feel more comfortable and free within their workplace. This lets them be honest about themselves and build stronger bonds with their colleagues and clients. Pretending to someone you are not is not healthy in the long run, and being uncomfortable sharing your genuine self in the workplace will affect your productivity, happiness and mental health negatively.

Authenticity answers the question “what?” while transparency answers the question “how much?” Some people may be confused  between the two, but they are merely two sides of the same coin. Transparency is about how much authenticity you are sharing. For example, being authentic means sharing how you have always had a problematic relationship with your parents, but transparency is leaving out the details like your brother has always been your parent’s favourite. Hence, they tend to neglect your needs. Both authenticity and transparency cultivate the culture of trust because regardless of whether you share too little or too much, the fact that you are honest makes other people feel that you are trustworthy. Motivational keynote speaker Jahan Kalantar highlights the importance of authenticity in his talks.

Most people are not fond of the idea of apologising because of how their thoughts and feelings on saying sorry do not align. For example, at a young age you experienced being forced to apologise to someone you are not really apologetic towards due to a fight in the classroom or in the playground. Some people avoid apologising altogether, especially when they believe that they are right or when their pride is at stake. Unfortunately, refusing to apologise and ignoring the issue is a surefire way to lose one or two relationships in your lifetime.

Some people feel like an apology is an admission that something is wrong with them instead of seeing that they just made a mistake. Others believe that being the first to apologise after a misunderstanding is an admission that they are wrong, guilty, and are responsible for the entire argument. People need to start learning that apologising first does not mean that the other person will take no responsibility for their own part in the conflict. If done right, an apology addresses the issue, resolves the problem, reaffirms shared values, and restores positive feelings. Sydney’s Keynote Public Speaker Jahan Kalantar can show you how it’s done.

If you think that apologising is hard, what comes after it is harder. When you apologise, it means that you are taking responsibility for your actions. Apologising does not mean that you are admitting that the whole argument is your fault. It only means that you now know what you have done wrong and you are ready to deal with the consequences of your actions like an adult. Apologising first does not make your “more” wrong than the other person involved. When you apologise, you are establishing what actions you regret and confirming where your boundaries are at the same time. You should be fair to both yourself and the other person when you make an apology. Own up to your behaviour but do not accept all the blame if it’s not your fault at all.

Apologising helps you and the other party move forward and leave the conflict behind you. However, your apology should not end with just your words. You have to follow it up with your actions. You should show that you mean what you said by showing that you’ve learned from the argument. Your actions should be consistent with your apology. TEDx Keynote Speaker Jahan Kalantar will gladly guide you.