Why job titles get in the way of growth in the workplace

Why job titles get in the way of growth in the workplaceWhy job titles get in the way of growth in the workplaceWe dont know how attached we are to something until we let it go.As I finished delivering my keybedrngnise, the room welchesnt just filled with applause - the entire floor welches covered with small pieces of paper.The audience loved your talk, but the cleaning people will hate you, one of the organizers told me laughing.I was invited to speak about the democratization of leadership in agile organizations. Our attachment to titles inhibits organizational growth - thats why I encouraged people to let go of it both physically and metaphorically.I asked participants to write down their name and job title. All at the same tore their business card saying at once Im no longer (their job title), Im just (their name).Ive facilitated this exercise several times before. However, watching close to 1,000 people letting go of their title-attachment simultaneously was a powerful and en ergizing experience. We usually dont realize how much we suffer until we get rid of what was causing the pain.Innovation feeds off of diversity of thoughts. Titles hinder it by silencing outspokenness and individual perspectives - people keep their best ideas to themselves.You are elend your titleThe ability to drive change is elend directly correlated to a title - everyone in the organization has the responsibility and capacity to lead.Most people let a job title define their identity, self-esteem, status, and more. Thats why we get attached to that line underneath our name we want our fair share of recognition. However, we are more than just a title - peoples contributions shouldnt be limited to the position they hold.Job titles tend to create divisions rather than foster collaboration.Tearing ones business card is a powerful icebreaker to level-set a team. It creates awareness of how titles get in our way - everyone acknowledges the elephant in the room.Letting go of ones tit le - both mentally and physically - is a powerful way to release that emotional pressure. But, most importantly, it sends a clear message. We encourage the team to prioritize quality over egos - an idea matters more than who authored it.Embrace your vulnerability, dont hide behind your title.I remember consulting a University in Europe - the CEO was frustrated with its toxic culture. They are all backstabbers and passive-aggressive, I remember her telling me during our first call, They cant see each other in the eye.Not surprisingly, during the first team offsite, she was the only one who couldnt tear her card. Even her direct reports had no problem of letting go of theirs - everyone was willing to become more vulnerable in front of each other, except her.Im not judging this woman - she couldnt take the challenge. It was easier for her to blame the team. Letting go of ones title is not about making us all equal but about sharing accountability - the entire team owns the probl em and is responsible for solving it.The same happens on the opposite side of the spectrum - employees use the (lack of) title as an excuse not to step up when needed.Its easier to hide behind a title than to be accountable.Five ways to overcome the title biasLetting go of ones title doesnt necessarily getting rid of formal titles but of the nobility status. Some organizations have replaced job titles by fancier ones but fail to remove the illusion of power - attachment to authority still gets in the way.Tearing a business card is powerful, but its just a metaphor. To overcome the title bias requires addressing established behaviors.1. Titles inhibit candorMost people feel intimidated by their bosses - a Harvard Business Review survey reveals that most people trust a stranger than their manager.Psychological Safety is key to encourage people to speak up without the fear of being judged or punished. Building trust takes time and must be nurtured continually - keep an eye on how s afe your team feels.Do your team members speak up or do they censor their best ideas? Be mindful of both your verbal and non-verbal cues - are you promoting or hindering open conversations? Saying the organization is safe but not paying full attention can be perceived as you are dismissive.2. Titles create an authority biasThe opinion of the boss promotes groupthink. Once their manager speaks up, most people change their opinions.If you are the most senior executive in the room, be the last one to speak up. To avoid the authority bias, make sure everyone shares their opinion before you do. If you are anxious, capture your thoughts on a post-it. Listen and pay attention - dont let your perspective become everyones way of thinking.3. Titles feed the illusion of powerMost organizations correlate titles to authority - being the boss equals being right. Most people have an issue with embracing their own vulnerability they use a title to protect themselves.Global studies reveal that 79 percent of people quit their jobs for lack of appreciation. When you dont need to protect a perfect image of you as a leader, its easier to value the good within your team members. Reflect, is your self-image getting in your way?4. Titles protect comfort zonesThe (lack of) title is way out - its a common excuse for not taking on more responsibilities. And to expect someone else to do things for us.Titles protect us from stretching beyond our comfort zone. Senior managers use them to hide their vulnerability those in the lower-ranks dont step up because they dont have the right title. What about you?5. Titles hide our blind spotsSenior executives see differently as I wrote here - they observe the whole picture and visualize a better future. However, that asset can also blind them - they assume everyone sees what they see.For example, 89% of bosses believe employees quit because they want more money, but only 12 percent of employees actually leave for that reason. Letting go of yo ur title is also about not being blinded by your position. Its acknowledging the gap between your perspective and your teams.Make sure everyones on the same page rather than assuming they see what you see.- - - Share your thoughts. How do titles get in your way?Gustavo Razzetti is a change instigator that helps teams lead positive change. Author, Consultant, and Speaker on team development and cultural transformation.This article first appeared on Medium.