The Buddha is not for Decoration: 4 Steps to Peace

Peace.

This one word evokes varied images for each of us depending on the moment in life in which we find our self. What’s remarkable is that of the 8.142 billion people and 195 countries in the world, we would be hard pressed to find 10% of either people or nations as actively not seeking peace. Which means that those who don’t seek and/or want peace are, statistically, outliers and I’m just going to let them be such.  

On a recent visit to Thailand, I noticed signs by the side of roads that said, “The Buddha is not for decoration”. It is a sentiment that is obviously deeply felt by the Chao Thai for whom Buddhism is a revered way of life. The Buddha is universally understood to be a symbol of Peace. Peace within each of us, Peace towards each other, and Peace as a venerable pursuit, as a Way of Life. Honestly, most of us in the US don’t think about either the Buddha or Peace on an everyday basis. We have reminders of Peace all around us in our towns and cities, to wit, church spires or synagogues or various other temples’ insignia. Those reminders don’t necessarily translate to us pursuing Peace consciously, not in our homes or at work. More often than not, Peace has become this individual pursuit rather than a responsibility towards our various communities where we live and work. We are quick to anger, quick to rude behavior, quick to name call, and even quicker to blame the other for any altercation that might ensue. 

Let’s engage with a thought experiment related to our work environment. In our organizations, how often have we heard our leaders say that one of our strategic goals is to have a peaceful working environment? We have heard our HR leaders talk about not having a “hostile working environment”; friends, the absence of hostile is not peaceful. What would it take to have a peaceful work environment? Let me offer four steps.

First

The leaders would have to create an atmosphere of inclusion by which I mean communicating, clearly and concisely, the message to each person that every employee has earned their place hence there is no room for domination or workload exploitation, subtle or extant. This is a challenge to leaders out there… what will you do to create, communicate, continue, nourish, and nurture an atmosphere of inclusion where each employee ‘owns’ their space, ‘belongs’ to the department/organization, and pays it forward?. A widespread sense of inclusion and belonging will create a “peaceful work environment”. 

Second

Senior leadership and HR would have to model and to communicate that all interactions are conducted with empathy and respect; it is the company/firm/organizational ethos. It is a priority. Anyone who is untutored or uncertain in how to manage and accept difference in its many forms can ask for guidance and coaching. They will be provided with such coaching without retribution or judgment.  It will build a collegial environment, a precursor to a peaceful work environment. HR would have to commit to providing periodic learning moments (some variation of Continuing Education Units) on myriad topics for the employees. 

Third

Leadership must engage in community building. Departmental/organizational retreats could be a fine way to build synergy and prioritize conversations about the strategic plans of course, and also create a safe social space for employees to engage with one another over a meal, some laughter, and engagement outside of the office building. It is mission critical now for leaders to think about bringing people together in the post-pandemic, WFH-obsessed, social anxiety-ridden non-peaceful world. We can re-set the course of our workplaces and communities with commitment and a will for peace. 

Fourth

Leadership must address individual stress and create safe space to de-stress. Office buildings could create quiet screen-free spaces for people to retreat to during a day of stress where they could sit in silence, without a phone, tablet, desktop around. HR could hold mindfulness and meditation coaching sessions that could help people manage stress. The weight of urgency in deadlines, or an interaction that caused discomfort, or just having a bad hair day can cause nervous tension. Before that strain becomes a story of catastrophe leading to conflict and confrontation in the workplace, a person could access the quiet space, breathe deeply, let the moment pass, and return to work in peace. Here individual peace helps to maintain workplace peace. 

Undoubtedly, accessing such a peaceful work environment would be each employee’s responsibility. However, senior leadership will have to demonstrate their humility, modesty, and commitment to creating the said work ecosystem. A shared understanding that peaceful surroundings help all thrive will, indeed, positively affect retention, growth, and the bottom line. Leadership will have to continue educating themselves as well.

Now let’s extrapolate from one organization out into the community. If 90% of us actively commit to remaining peaceful, curtailing our nasty side, following the law of the land, being truthful and humble, quitting uncontrollable consuming, moderating our behavior, accepting each other for who we are, be our brothers’ and sisters’ keepers, would Peace not follow? It would no longer be decoration around us, but an actuality. Let’s do the hard work it is going to take; let’s be human and access our excellence.