Are you a ( ‘Me-Me’ Manager)? Consider this…

  • It’s my project
  • It’s my department
  • It’s my idea
  • It’s my people
  • It’s my initiatives
  • It’s my sweat
  • It’s my business philosophy.

Now, think of how much difference it would make if you were to switch out the word ‘ME’ for ‘OUR’ in your message.

  • It’s our project
  • It’s our department
  • It’s our idea
  • It’s our people
  • It’s our initiatives.
  • It’s our sweat
  • It’s our business philosophy.


Give your people a reason to feel included in what the company stands for, and they’ll become invested in seeing it grow too. When you swap out the word ‘me’ for ‘our’ you have automatically changed the tone of the conversation as well as the perception of what the company culture represents.

Outdated, industrialised platforms where communication still relies heavily on one directive to carry out business objectives in a micromanaged atmosphere are more likely to result in distrust, lower quality work, higher staff turnover, stressed out environments, decreased employee growth rates from a lack of engagement, learning stimulation and accountability.

Today’s hiring market requires their leaders to be creative collaboratives, inclusive in character, tactful in sharing accountability and sensitive for discussion.

Some of the things that occur with more inclusive language in the workplace are stronger team synergy, more significant work effort and ethics, personal development, commitment to goals, idea diversification, company growth and stronger brand identity.

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