Briefly describe a time when you altered your behavior to “go with the flow.” Why did you do that and what was the outcome?
When the pandemic began to transition and end, the topic around return to the office was a common conversation for many in my workplace. Some were excited for the return, others were indifferent and there were also some that were very against returning to the office (RTO). During this transition, often at the beginning of meetings or 1:1s,those folks that were very anti-return to office, were quite vocal about this disagreement. Eventually, we were given staggered dates and began returning. The “rules” around RTO were not strict and those few with loud voices against RTO, just didn’t come in. Eventually, at the end of 2022, my company put a policy in place, and those folks had to start coming in or else they would be put on a performance warning.
I am a rule follower for the most part. When I was told to return to the office last April, I did. I will admit that I was frustrated that many did not come in, not even once for many months. I appreciated the leniency to return slowly, but I also liked being home and was not exited to lose time in my day again to commuting.
I remember one conversation in particular, early in 2023, once the policy was in place. I was in a group setting, and one of my colleagues began openly “trashing” this policy and our company. He went on and on in such an unprofessional and immature way and inside I was incredibly annoyed. Others chimed in, showing him empathy and it was here that I made the decision to “go with the flow” during this conversation rather than share my feelings. I made this decision because I have been with this person in many meetings and he does this each and every time. It was not worth it, especially in a group setting, to challenge him. I didn’t feel good about changing my true behavioral response, because he needed some peer coaching, as depending on his audience, he could get himself into some serious trouble. Ironically, not long into the New Year, he got a new lateral role in another division where he “heard” that the RTO policy was more lenient. After his departure, multiple folks spoke up to their frustration with his comments and lack of coming into the office. It sounded like I was not alone.
I did eventually do some peer coaching with this person, but one on one. The leader in me could not let it go. I wanted to go deeper on why he felt so strongly about RTO. I knew something more was there. He revealed that he loves being home because his kids are little and not yet in school. He can play with them, have breakfast and lunch with them. Go for walks, the park, or go sledding on a snow day. These are all thing I appreciate, however, I asked him, “That sounds like parenting?? Are you working at all in there?” He responded, “Yea, a little bit.”
Sure, who wouldn’t want to make a salary for parenting!