Recently, I had the opportunity to deliver the keynote address at the 10th anniversary of a religious organization with an active community and social change presence in Northern California. My topic was in the form of a question, “Are you a Pillar or a Caterpillar? The topic was within the context of the responsiveness and attitude of members towards upholding the ideals, goals, and objectives of the organization as it relates to the community. As I made my way down the podium after my speech, the audience was still on its feet applauding, but my mind was somewhere else! I was saying to myself; this topic will be appropriate for business organizations as well! I could pose the same question to members of the business community from management to the last on the mechanical organizational structure; “are you a pillar or a caterpillar in your organization?
Who is a Pillar
In organizations, pillars could be said to be the employees who are there when you need them. They are the strong supporters of the organization’s goals and progress. Pillars are efficient and effective and prove to be the mainstay of the organizations they work for. Pillars are reliable and have a genuine commitment to the ideals of the organization. They adapt to changing trends and roles and can compromise without giving away their posture and dignity. Pillars are peacemakers in the organization and the go-to people for advice.
Note that NOT all hard workers are pillars, some employees work hard just to make their money irrespective of their dispositions. Some employees are what I call “Hakuna Matata” employees, no worries! They do not care; I am not talking about those!
Who is a Caterpillar
Caterpillars at the workplace are not necessarily and always the opposite of pillars but usually are. They could be hardworking employees at supervisory levels but destructive. They make mountains from little bumps and seek to influence the organization with their negative view. They ply their trade mainly via the grapevine but could also use the approved information channels of the organization to their advantage. They tend to poison the work environment with their negative attitude and energy, lousy work ethics and could be unreliable in times of need among other harmful and destructive traits.
Whether an employee will be a pillar or caterpillar depends on some factors such as the employees’ trait, organizational culture work environment, and more importantly management style, philosophy, and practices.
The Natural Pillar
Some employees are “natural” pillars. Their philosophy is to become team players and work hard wherever they find themselves irrespective of the environment and what is going on. I call them natural Pillars. They are organic!
A positive work environment only goes to reinforce what they believe in and gives credence to their natural predisposition. In difficult times, these employees take the lead and commit to working with management to find reasonable solutions to the situation.
The Natural Caterpillar
Other employees are natural Caterpillars! They are naysayers and exert their negative energy wherever they find themselves by default. Like the natural Pillars. Natural Caterpillars are also not influenced by the environment, but a positive environment does not make them function well. They thrive on the negative environment especially in situations where management policies do not appear or are perceived not to employee-friendly.
From Caterpillar to Pillars
It must be noted that caterpillars are not necessarily bad after all caterpillars become beautiful butterflies. Management ‘s ability to channel their negative energy and force towards positivity will turn them into beautiful, sought-after butterflies for the organization.
The Role of Management
The reality is that the policies and culture of an organization could make an employee a pillar or a caterpillar. Policies taken with no employee involvement, policies which stifle employee creativity and initiative, which take away the focus from employee welfare and wellbeing, policies which are insensitive to the community the organization serves, policies which neglect the environmental impact of the operations of the organization among others could fan the activities of caterpillars and ultimately turn even pillars into caterpillars.
Dr. Ken Barnes is a Management Consultant with Specializations in Entrepreneurship and Business Management, Marketing and Human Capital Development.
