Martin Kristiansen
The historic Danish Stock Exchange (Børsen) is burning. The building dates back to 1625, and is approx. 200m away from Denmark's parliament. It’s an extremely sad day for Denmark.
The real deal
Many people think vulnerability was a repellent, and I think it’s the world’s greatest magnet as it brings everybody to you. Nowadays, the greatest supply in the world is the opposite of vulnerability - it’s curating our lives on social media, and only showing the best parts of being successful and having picturesque holidays. On the other hand, the things that are in the highest demand are the things that we can relate to in 99% of our lives - the struggles, insecurities, doubts, etc. These are the elements in highest demand yet in lowest supply. When someone shares their struggles it increases oxytocin levels and we feel more connected to them.
““You cannot transmit something you haven’t got.””
The tip of the spear
Democracy is being able to speak your mind but with respect and without oppression. I think it's about persuading others through reasoned arguments and maintaining composure is crucial, especially the people in power as they should lead by example. When our government falls short in fostering such an environment, it falls upon us, as citizens, to counteract the polarisation that plagues our society.
““Never hold your head down, never say you can’t, never limit yourself, and never stop believing.””
The pathway to growth
c/o McKinsey & Company
Imagine growing up with the understanding that simply being yourself would be perceived as a problem. Subconsciously, you're constantly met with the message that what you have to offer holds no value. You're left with two options: conform to the existing norms and expectations, or take on the daunting task of building an entirely new framework from scratch. I think this persistent challenge shapes not only your perception of yourself but also your approach to navigating the world around you.
““To make difference in someone’s life, you don’t have to be rich, beautiful, or perfect. You just have to care.” ”
I can see clearly now
Your perspective is always limited to the extent of your knowledge. I think by broadening your understanding, you open doors to transforming your mindset. By delving into your true history can empower you, instilling boldness, and self-confidence. Not everything needs a reaction; instead master your emotions by training your mind to stay calm, think, and then act with purpose.
““If you cannot be corrected without being offended, then you will not truly grow in life.””
Understanding change
c/o LinkedIn
Understanding what we can change and what we cannot change in this world creates a wonderful harmony, because when we cannot do anything about it, then we just have to accept it. This is part of our life, and life is very imperfect and I am imperfect, I’m neither good or bad, I’m just a regular human being. And through this method of acceptance we can take giant steps towards a greater realm of happiness.
““God, grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference.””
Kindness is not a weakness
In a world where cynicism seems to reign supreme, it's easy to adopt the belief that nobody does anything out of genuine kindness – it's all just a facade masking self-interest. This perspective paints a bleak picture where altruism is a rare commodity and everyone is simply looking out for themselves. Change, if it ever happens, is portrayed as a slow and agonising process, often met with resistance and reluctance. I think in this cynical narrative, the pursuit of money becomes the primary driving force, overshadowing any noble intentions or aspirations for a better world. It's a harsh reality where trust is a luxury and sincerity is viewed with suspicion.
Just an illusion
What is the illusion of objectivity?
In simple terms the “Illusion of objectivity” allows us to believe we are free of biases we recognise in others. For example, imagine you are in a museum looking at a painting with one of your friends, and each of you have a different opinion about what the painting means or how good it is. You might think it's amazing, while your friend thinks it's just okay. Now, imagine there's an art critic who's supposed to judge the painting objectively, meaning they should have no personal biases and just look at the painting for what it is. In reality, even though the art critic tries to be fair, they may still be influenced by their own experiences, preferences, or background. This is called the “Illusion of Objectivity” – the idea that something can be completely unbiased or neutral when, in reality, everyone brings their own perspectives and biases to the table, whether they realise it or not. So, remember even when we try to be objective, it's important to recognise that our opinions are shaped by who we are and what we've experienced.
We tend to favour affinity
Organisational preference occurs when a group of like-minded people who share similar backgrounds, values, information, and perspectives, embeds these traits into the organisation's policies, procedures, and practices. I think this tendency often results in favouring a limited set of norms, behaviours, and individuals, mistakenly perceived as the only "right" approach. The issue arises when organisations claim to value diversity but fail to embrace genuine change when welcoming individuals from diverse backgrounds. Instead, organisational preference continues a cycle of seeking people who closely resemble those already present within the organisation.
Egyptian Mythology
Satan held a meeting with the rest of his fellow devils to decide how to make mankind miserable. One of the devils suggested they take away man’s wealth.
Satan replied, “No, actually increase his wealth to increase his sins and his worries.”
Another young devil suggested to take away man’s brain.
Satan replied, “No, man cannot comprehend misery unless he has a brain.”
An old and seasoned she-devil said, “Let us steal his happiness.”
Satan looking convinced said, “Yes, that is it, that is man’s most precious thing, that will make him really miserable. But then they had to decide where to hide ‘happiness.’ One of the devils suggested to hide it deep in the ocean, another suggested high at the top of the mountains.
Satan said, “No, it’s a matter of time and mankind will invent something to reach and find it. The same old she-devil said, “Hide it where he will never look, hide it deep within himself, deep in his heart. Man will look for his happiness in wealth, glory, power, pride and joys of life and he will not find it there, because it is within himself.”
Satan bowed in respect for this old she-devil. Since then, man has been searching for happiness everywhere while it is hidden inside him.”
What role do you play on the team?
Reading people involves observing their behaviour, body language, verbal cues, and emotions to understand their thoughts, feelings, and intentions. The greatest advantage to possessing the skill of reading people is that it immensely improves our ability to communicate with them. Understanding is much deeper than knowledge, as it delves into the depths of comprehension, encompassing not just what is known but also what is felt and perceived. I think the thoughts and emotions of others serves as a cornerstone for achieving success, positioning us in a realm where empathy reigns supreme. While many may profess to possess knowledge about us, genuine understanding remains a rare gem amidst the masses.
Sometimes I wonder
Nowadays everything is reactionary with little or no perspective, it's all engagement driven. The concept of race, originally devised to foster division, impedes the unity of individuals based on common interests. When discussing ethnic communities, reference is made to groups distinguished by their national heritage or unique cultural norms. This encompasses diverse groups such as the Irish, Japanese, and Americans, as well as Jews, whose identity is often defined by cultural customs rather than solely their country of origin.
Intention vs. action
I've always been drawn to communication, driven by a desire to convey messages, and my exploration of human behaviour began with observations of those closest to me. I often wonder why people find it challenging to change their behaviour. Is it due to entrenched habits? I believe it's not solely the behaviour itself that dictates its practicality, but rather the energy that fuels it. For example, consider someone who consistently procrastinates on tasks. It's not merely the action of procrastination that matters, but the underlying energy driving this behaviour, such as fear of failure or a lack of motivation.
““We judge ourselves by our intentions, but other people by their actions.””
This is a great book
"Thinking, Fast and Slow" by Daniel Kahneman is a renowned book that explores the two systems of thinking that govern our cognition:
System 1:
This is the fast, automatic, and intuitive mode of thinking. It operates effortlessly and quickly, drawing on heuristics and patterns to make snap judgments and decisions.
System 2:
This is the slower, more deliberate, and analytical mode of thinking. It involves conscious reasoning, logic, and effortful mental processes.
I think Kahneman's work has had a profound impact on our understanding of decision-making, cognitive biases, and human behaviour.
The year of the dragon
Do you dare to be different?
People tell you all sorts of things with good intentions, but they are basing what they are saying only on their own experience which is based on the past. When venturing into new territory, there is no contextual familiarity so that’s scary and unfavourable in these uncertain times. I think that in reality some of the most exciting things you can experience are the things that have not come before.
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“Be yourself; everyone else is already taken.””
Diversity questions
I think that leaders create culture, and culture drives behaviour, and behaviour produces results.
Why is our diversity training failing?
What can we do to really drive organisational change?
How do we learn and truly embed change into our organisation?
When we learn about diversity, what are we learning?
How will we create a psychological safe space in our organisation?
If any of the above questions are reflective of what is happening in your organisation, please contact me here, or via e-mail to arrange a meeting.
““If you are free, you need to free somebody else. If you have power, then your job is to empower.””
DEI maturity audit
Are you aware of which phase your organisation currently occupies?
Phase one involves simple awareness and compliance. In phase two, organisations recognise the business benefits of DEI and take action beyond HR and compliance. Moving into phase three, leaders integrate DEI into business processes, measure progress, and hold each other accountable for results. Finally, in phase four, DEI becomes ingrained in the culture, essentially taken for granted as "the way we do business here."
Contact me here, or via e-mail to arrange a DEI maturity audit meeting.
Culture is always moving
Being a curious and authentic person comes with challenges. I have the ability to understand the different beliefs, values, and customs that someone has based on that person's origins. I think it’s impossible to talk about anything from the past based on how we live today. Culture is always moving, therefore, it’s difficult to pass judgement on life was like in another time or region. What we perceive as civilised in one part of the world may be viewed as barbaric in another, and vice versa. This doesn’t make it wrong, it’s just a reflection of their respective cultures and viewpoints. It’s crucial to recognise that neither side is inherently right or wrong – these are simply two different ways of life, as everyone is just trying to solve their challenges in the best way possible.
What's happening in your workplace?
Nowadays, the buzz words on everyone’s lips are “cultural diversity.” The term cultural diversity encourages an environment of inclusion, with representatives from a range of various backgrounds that come together to work as a team. When talking about cultural diversity in the workplace, it is the inclusion of employees from different backgrounds, different races, ethnicity, age, ability, language, nationality, socioeconomic status, gender, religion, or sexual orientation. How is the cultural diversity landscape in your organisation? Contact me here, or via e-mail to arrange a discovery meeting.