Homogeneity or difference?

I saw a post on LinkedIn this week by Johnny May which shared a map of Africa drawn not by states or geographical boundaries but by historical ethnolinguistic divides. (See below) As a result there are over 2,000 languages and over 3,000 ethnic groups shown on the map, each with their own boundaries. 

I posted my thought that if this was replicated globally, what would an atlas look like?  Instead of large, homogenous areas, painted in pink, or blue, or green, or purple, or yellow,  we would have thousands of ‘countries’.  It would vividly illustrate how, although we might consider ourselves as one of that homogenous mass, we are all different.  And if that was the case, would it challenge our assumptions, our prejudices around culture, ethnicity and hierarchy?

As was mentioned in the post by Johnny May, it would show ‘so much more history, differences and culture than just "Africa".’ 

Are leaders sufficiently aware?
And then my thoughts went onto what does that mean for us as leaders?  Are we truly aware of the vast range of history, differences and culture of those within our teams and our organisations?  Are we missing out on the amazing diversity that is generated by just asking questions and listening to the responses with full attention, respect and equality?  Are we drawing on the rich hinterlands of those within our circle?
Of course the opposite of this is that instead of expanding our thinking, it could emphasis the ‘boundaries that are shown on the map, and perhaps reinforce the boundaries instilled in our own thinking, making us more isolated and insecure.

Do we then fully appreciate our own hinterlands and how these have shaped our own assumptions, biases, prejudices?  Probably not.

Challenging homogenous thinking
​Giving ourselves Time to Think allows us to challenge the assumptions that we make.  The assumption that Africa is a homogenous mass, the assumption that all who live in one of the countries in Africa share the same language, culture and history.  The assumption that our perceptions are just that – perceptions.  We view things through our lens and thus others use their lens and even when seeing the same incident will view it differently.

This is why I love Time to Think and the Thinking Environment (TE) so much.  One of the 10 components in generating a TE is ‘difference’.  It is precisely that, knowing, understanding, appreciating the difference that surrounds us, the difference that people bring to our organisations and to ourselves.  By celebrating and engaging with that difference we make our own thinking richer and our decision making more robust.
And so I’m looking forward to The Retreat I’m co-running on 30 September with my good friend and deep thinker Caroline Homfray.  For the day we will use the difference we have discovered in ourselves and the models we use to coach, to bring a new approach where those in stressful situations can find a way through.  Relax, Reflect, Renew, Return – a 4-phase cycle where you can acknowledge and celebrate your wonderful, rich, diversity.  Why not join us?