Workplaces tend to put people in routine. It is quite natural and needed. Often people get locked into such routines – of tasks, meetings, and activities. The pandemic we faced, jolted almost all of us out of our set routines at work. This was a certainly a jolt – creating a lot of challenge for people, particularly those working at the bottom of the pyramid. But this also provide masses to reflect. Jolted to consciousness – even though momentarily. And in this conscious moment – we saw, humanity filled with acts of goodness. People helping people. A lot of pro-social behavior in the fabric of the society. Pandemic brought to halt many lives, and many livelihoods and it certainly brought forth the dark side of development – an almost man-made disaster. But, like always goodness persists – and it got the good in people to awaken.

Here, I wish to talk about the genesis of this prosocial behavior. Why the goodness awakened in such a dark time. Why we have great stories of humanity? At times people putting their own lives to danger – to help others? Stories of people delivering medicine, transport, food to those suffering – or needy. Suddenly, the entire machinery became conscious. Air, better to breathe, lesser instances of corruption – and a general sense of care, service, and help. Adversity, that took away so many lives, on the other hand generating goodness in people.

Even at work, break in routine, allowed people to become conscious. Take note of what is happening around. And become present. Suddenly, we had more people becoming present – and taking note. And this taking note, drew people to contribute. Contribute to best of their abilities – and engage in socially beneficial activities and utilizing their skills and resources for the benefit of others.

In such a sense, would it not be wonderful, if people just stay that way? Serving and helping their fellow beings.

And at work – is there a learning we may draw? We have forever taught routines to people. And then routines become the end, rather than the means, that they are designed for. “Human presence” is replaced by “motor presence”. Is such presence beneficial? Is it not the anti-thesis of human “being”?

So, what may organizations learn? Research has suggested that being conscious and being present helps in increasing pro-social behavior at work. While in case of the pandemic, we were jolted to this consciousness. However, mindfulness related practices at work, may help in sustaining the presence behavior – such that people are aware of those around them and are willing to help. Willing to look at the larger picture – rather than the narrow objectives of their tasks.

In doing so, we need to inculcate a newer kind of routine! A routine that has its root in mindful practices – that enhance attention and awareness. At times we know what it takes – more aware people will obviously attend to work and workplace better. But what do we do to create such an organization? Answer lies in this new kind of routine. A study conducted by Hafenbracka et al, pointed to the fact that simple meditation techniques of breathing and loving kindness, impacted the prosocial behavior – it helped participants become more empathetic and supportive towards others. Meditation tended to increase the perspective taking and positive emotions, that enabled them to be more prosocial, empathetic, and supportive.

Why the meditation helped? It increases the orientation to be more present – and drop the judgment, often shaped by past orientation and experiences. The more present one is, higher the tendency to be pro-social.

It is about time, particularly at the leadership level, organizations engage in mindfulness practices that can help leaders engage in perspective taking better and get more opportunities to be “present”. Being present, helping them help more. This would go a long way in building more mindful organizations, and therefore the society at large. Being present, would help organizations be more conscious of their service social and customer engagement – truly changing the shape of our civilization.

References:

1. Hafenbrack, A.C., Cameron, L. D., Spreitzer, G. M., Zhang, C., Noval, L. J., & Shaffakat, S. (in press). Helping people by being in the present: Mindfulness increases prosocial behavior, Organizational Behavior and Human Decision Processes.

Author is currently engaged in developing mindfulness applications to workplace realities and is open to your suggestions on your experiences, co-development ideas and collaborations. Do watch this space for more publications and research.