When Professionals Lose Passion Part 1
This four (4) part blog series is the fictitious recollection of a successful, seasoned professional named, Alex. Alex has found herself in an environment that is in direct contradiction to her personal values and is negatively impacting her health. She is searching for solutions to reignite the passion she once felt as a strong professional woman who was an inspiration to others.
This is a powerful story that rings true for many now. It won’t surprise us if you find yourself or someone you know resonating with Alex’s story.
This story captures the gradual erosion of passion, motivation, and morale when leadership fails to show integrity, accountability, or empathy. It highlights the emotional and professional toll it takes on professionals while also offering a path forward for both personal recovery and small steps towards positive change.
The Rise and Fall
Meet Alex, a professional with over 15 years of experience in her industry. Alex was once passionate, dedicated, and hopeful about her work. She took pride in her job, mentored younger team members, and worked hard to build a reputation as an excellent employee who integrated best-practice.
Alex started with a clear sense of purpose: helping others, solving real problems, and making a difference. She enjoyed collaborating with her team, finding creative solutions, and felt deeply invested in the company’s mission. Initially, Alex believed in the organization’s values and vision which further fueled her passion. She was committed to her personal growth, the success of her colleagues, and the overall success of the company. Alex understood the value of a strong and supportive work culture.
The Shift: As time went on, subtle changes started happening at the leadership level. Management once focused on cultivating a collaborative and ethical work culture, shifted toward a more profit-driven, top-down approach. Team concerns were no longer listened to or valued, leading to disillusionment and resentment. What was once a place of constructive feedback and growth, now became one where "yes" behavior was rewarded, appeasing stakeholders at the expense of honesty, integrity, and ethics.
As the organization grew, leadership became more distant, unapproachable, and focused on their interests. They started turning a blind eye to issues like systemic inefficiencies, unethical practices, and the mental toll the job was taking on employees. "Yes," men and women in leadership positions only reinforced this toxic dynamic, avoiding difficult conversations or making tough decisions that would improve the work culture. They kept their heads down, seeking to please higher-ups without regard to the real consequences it had on the team. Avoidance, disconnect, and confusion now permeated the company culture.
Self-Reflection Questions: What’s your overall impression of this part of Alex’s story? Can you identify with this context or environment? Describe ways this type of work culture can impact you personally and professionally. What ideas do you have to help Alex in this situation?
Stay tuned next week for Part 2: Strain and Burnout! We are interested to know your thoughts on this topic. Email us: Debrabattistellaot@creativeconceptsot.com and heidi.alignOT@gmail.com
