The Space in Between

There is a word that expresses perfectly, what is possibly the most important quality leaders need to master for themselves, and for the teams and organisations they lead these days. That word is liminality. 

Liminality is the quality of being in between two places or stages, on the verge of transitioning to something new. Liminality sits between “no longer” and “not yet”. It is the space in between.
 
We have all heard how we live in a VUCA world (Volatile, Uncertain, Complex and Ambiguous) and how important it is for leaders to make sense of themselves and this environment to help their businesses succeed. Organisations are in a constant stage of transformation and change. The old paradigm of stability does not apply anymore. Instead, what we need is to be able to feel stable and provide stability while our whole environment is constantly changing. 
 
With so many transformations and changes in organisations; it feels like we are constantly in this stage of “in between”; we are not what we used to be, but we are not what we want to be yet. And when we feel we are getting there, another transformation and change happens and there we go again. With most of us finding comfort in stability, it is leading to massive spikes of anxiety in the workforce (and outside too); our nervous systems are constantly activated, and people are not enjoying their work. 
 
My point is that I don’t think we are going to be able to stop or control this rate of change and transformation in the world and organisations; I don’t think we are going to be able to enjoy long periods of stability in businesses. Instead, I am proposing we should teach and help people to be comfortable, appreciate and enjoy being constantly in this stage of liminality. Both at an organisational and personal level.
 
Usually, people (and organisations) that are in this liminal space describe themselves as lost, unsure and confused. This is because they are not what they used to be, but they are not yet what they are going to become. But what if instead of seeing it as a period of being stuck; we see it as a period of evolving? In fact, an ever-evolving period. Not a temporary one.
 
Some of the keys to go through a period of liminality are to see it as an opportunity to choose what’s next, to acknowledge the discomfort, to practice introspection, to seek support and guidance, to rediscover yourself in a new light, to see it as a phase of growth and renewal. All this with the aim to “land” in the next phase with solid foundations. Anyone that has gone through growth will be familiar with that feeling. But what if we made this the constant in our leaders, people and organisations? What if we did it all the time? What if we accept, embrace and enjoy that we are in a constant stage of change and evolution as leaders and organisations?

I wonder if the current level of unfulfillment people experience at work would be improved or solved by introducing practices, rhythms and the necessary safety needed for people to practice introspection with support and guidance.

I wonder if organisations would be more successful and better places if we acknowledged we are in this constant space of “in between” rather than trying to constantly “predict” or “manufacture” a stable future that the moment we imagine it, has already disappeared. 

What do you think?