Our toxic electorate

I’m reading over a piece I published about a year-and-a-half ago. In my head, I’ve just added it to a “wish list for those running political campaigns, or participating in the election process.” Partisanship aside, the WORST part of the current political season is the downright ignorant nastiness abounding all around. So, do yourself, and everyone, a favor by studying this:

Peter J. Frost, Toxic Emotions at Work and What You Can Do about Them. Boston: Harvard Business School Press, 2003.

This is an oft-overlooked gem that should be read by every organizational leader, volunteer, and participant - especially regarding those times of challenging transition that seem to plague every type of outfit you can imagine.

Insightfully, Frost does not come up with a magic list of reasons for the toxicity that troubles our businesses, agencies, congregations (and even families). Rather, he forces the reader to confront the inherent reality of these difficulties (the nasty co-worker, the problematic situation, the tough merger....); whether or not the effect is a toxic one is dependent on the response to the given condition. He writes:

Pain is a fact of organizational life. Companies will merge, bosses will make unrealistic demands, people will lose their jobs. The pain that accompanies events like these isn't in itself toxic; rather, it's how that pain is handled throughout the organization that determines whether its long-term effects are positive or negative. What turns emotional pain into toxicity, especially in organized settings, is when others respond to that pain in a harmful, rather than healing, way (emphasis mine).

Ok - how many of us have experienced such behavior? Each and every time, it is that response - the harmful instead of healing one - that actually adds to, even multiplies, the poisoned state of affairs. And, these emotional toxins are just as insidious and dangerous as any harmful agent introduced to the body...

Frost goes on to discuss the "toxin handler" - that person in the organization who deals with the emotional and functional fallout that occurs. More often than not, this person isn't specifically designated - i.e. not necessarily part of the HR team. There's always that one person (or a few) that becomes the "go-to" resource for bitching, moaning, complaining, and ultimately brainstorming and repairing that which can be fixed. Important to note - through processing the toxins out of colleagues (and perhaps the system), the toxin handler also needs a great measure of care and cleansing - to purge the accumulated contamination. Organizations that do well in cultivating an atmosphere in which toxins are eliminated and toxin handlers are well cared for are better positioned to thrive.

And those who don't...