A metaphor is like a story or a fable, in that it doesn’t have to be factually accurate, just descriptive. Unlike clichés or sarcasm, which only convey meaning to those “in the know,” a metaphor carries meaning for all who share in it. It’s much easier for people to accept a metaphor because they don’t have to figure out the underlying lesson or hidden agenda.

The value of a metaphor in the dysfunctional workplace is that it provides a safe way for management and staff to discuss the undiscussable. They don’t have to accept the whole metaphor as truth. They can accept those parts that have meaning for them, or add their own pieces as the story unfolds. For most people, getting the story straight doesn’t matter. What does matter is that they are contributing to the story in a meaningful way.

Once people realize where they fit in to the story, they are more likely to change their behavior to bring it more in line with what you expect. Getting people to work as a team is like reading a good book together; the story only makes sense if everyone is reading from the same page at the same time.  

Let’s take a closer look at how working with a metaphor can bring out the “hidden” issues and provide you with something concrete to manage. Your purpose is to create a story that will get people to tap into what’s on everyone’s mind, but not yet on the table for discussion. The following sample is a great one to use when it is obvious that people are confused about their job roles and relationships. The setting and context of the story can be changed to suit your workplace, but essentially it goes like this:

A fellow was waiting for a bus one day near the city park. While he sat there a city truck drove up onto the grass and stopped. Two workers, wearing hard-hats and orange coveralls got out and began to mark off the area with wooden stakes and yellow string. Once the stakes had been placed, one of the men went back to the truck and took out a shovel. He went to the first stake and began to dig a hole. The hole was about two feet in diameter and about two feet deep. When the first hole was finished, the second man went to the truck and took out another shovel. He went directly to the freshly dug hole and put all the dirt back in it. He patted it flat with his shovel and then moved on to the second hole which the first man had just finished digging. Again, the second worker put all the dirt back in the second hole. 

The citizen was watching this and wondering what in the world they were doing. Finally, he could stand it no longer. He crossed the street and walked up the first worker who was digging hole number four. “Excuse me,” he said. “I’ve been watching you two digging up holes and then filling them in again. As a tax payer I demand to know what you are doing.” The first worker stopped, leaned on his shovel, and addressed the irate citizen thusly. “Well,” he offered, “I can explain. You see we usually work with a guy named Mike who brings the trees. He called in sick today. So, Ted and I decided that we shouldn’t stop working just because Mike’s not coming in.”

People respond in several ways. Some laugh, while others moan. Seldom do people sit silently. That exception occurred with a group of about forty, first line supervisors who just sat there when the story was finished. My first thought was that they didn’t get it. I was about to try something else, when a soft, sad voice from the back of the room offered up this reflection. “The trouble with this place is that someone has dumped a truck load of trees on own lawn and we don’t have any shovels.”

This new slant on the tree story brought them into focus. After that, I was able to set them to work on identifying the deeper issues, something specific issues they could do something about. Now, what they had previously considered as insurmountable problems, were within reach of resolution. They were amazed to discover how much they had in common. Shortly after adopting the “no shovels” metaphor, they developed a mantra-like mission statement: “If it’s going to be, it’s up to me.” Meaning that whatever changes were needed it would be up to them, as a group, to put them into place.