By It’s been about 120 years since Frank L. Baum wrote, “The Wonderful Wizard of Oz,” and about 80 years since “The Wizard of Oz” came to life on the silver screen. The film was nominated for six Oscars, and eventually spun off other movies, plays and musicals, in part because the characters of Oz are unique and we have much to learn from them.
As a kid, watching “The Wizard of Oz” on TV each fall was an anticipated tradition, but today I look at the story a bit differently. The reason? Many workplace lessons can be learned by considering the different characters of Oz. Although Baum said his books were written to please children and generate income for his family, the richness of the story’s characters provide us a wealth of imagery from which we can make workplace comparisons.
Before I make workplace analogies to the story’s main characters, let me start with an event near the opening of the story, the Twister.
The Twister. The analogy is simple: No matter what business you’re in, storms come and go, and sometimes they’re fierce. They might be tumultuous economic conditions or a sudden rash of employee turnover. A storm could also be an out-of-the-blue event that endangers the organization in some way.
The hope I want to convey is that although storms come, they also go. And, with a plan and a dedication to persevere, an organization can survive turbulent times. Like most residents of Kansas, the characters in “The Wizard of Oz” knew what to do when a storm came along. Likewise, your organization should have plans for what to do when trouble suddenly disrupts your business.
The Wicked Witch. Think of the Wicked Witch as the type of person who wants to see you fail. They’re the bullies; the power-hungry types who get a kick out of preventing you from achieving your goals. And, just like in the movie, they often amass a group of supporters to do their bidding
Wicked Witches don’t listen to reason. They’re plotters and schemers who assume they know the motives behind everyone’s actions, except they are usually wrong. Therefore, it’s best to ignore Wicked Witches as much as possible. Typically, Wicked Witches like picking fights, but dealing with them logically is usually futile. Focusing on your goals and steering clear of Wicked Witches is often your best bet, saving outright confrontation as your last option.
The Wizard. Picture someone in a position of leadership who hasn’t been trained for the job and you have the Wizard. Like in the movie, Wizards rely on loud voices and pompous talk to create an illusion that they know what they’re doing. All their smoke, mirrors and flashy tricks are simply distractions to prevent you from realizing they are not qualified.
Put another way, all their bravado is simply an attempt to intimidate anyone who might see behind the curtain.
However, when a Wizard’s cover is finally blown, there’s no need to drive the person out of town. Instead, help such people learn the true requirements of their job. Your kindness in this will likely be repaid to you, and your effort will help the entire team.
The Scarecrow. To me, the Scarecrow represents someone who didn’t get the training or encouragement they needed while growing up. For example, some people are raised by parents who don’t encourage them. I cringe whenever I hear parents telling a child that he or she is not good at something, or worse yet, calling a child stupid.
It’s a tragedy when children on the receiving end of this kind of talk believe what they’re told. Sadly, many of these children carry these beliefs into adulthood, and it affects their self-esteem. Even more sad, bullies (Wicked Witches) often pick on Scarecrows because they are seen as easy targets.
Interestingly, the Scarecrow believed he didn’t have a brain, yet he had good ideas all along. Our lesson here is to look for where Scarecrows are contributing and compliment them on their value to the team. Show them how their ideas are useful and how they save the organization time, money and effort. In other words, openly acknowledge their brain power!
The Tin Man. Imagine someone working on the outskirts of a team, never being shown how his or her work contributes to a bigger picture. Such a person can easily become a Tin Man; rusted, and stuck, devoid of “heart.” Such a person might appear to lack passion.
To revive people who’ve become like the Tin Man you must lubricate the gears of interaction. Get them more involved in team efforts, especially in planning, and encourage their participation on the team. A Tin Man’s passion can be revived!
The Cowardly Lion. Cowardly Lions represent people afraid to take risks. Like Scarecrows, they may actually have the abilities to do what they don’t think they can, but their mindset tends to obscure their confidence.
Therefore, when working with Cowardly Lions, positively affirm them and show appreciation whenever they have an idea. Be sure to show them how potential rewards of their ideas can outweigh the risks. You might also talk about how inaction can be more painful than stepping out and trying something new.
Dorothy. People like Dorothy are adept at looking for ways around the obstacles that inevitably appear. They’re also excellent at gathering a team of people to help on projects, despite any perceived weaknesses those people may have. A Dorothy is good at showing others how their participation benefits everyone on the team. In other words, Dorothy is the ultimate team builder. Her “can-do” attitude is contagious, even in the face of enormous fears and obstacles.
From a workplace perspective, the moral of this story is to plan for the Twisters, protect yourself against Wicked Witches and help the Wizards realize that intimidation is not good leadership. Then, be like Dorothy and gather up your team, involving them and encouraging them along the way. Show them that together, people can rise above any perceived weaknesses and achieve success.
– Daniel Bobinski, M.Ed., is a certified behavioral analyst, a best-selling author and a popular speaker at conferences and retreats. He loves working with teams and individuals to help them achieve workplace excellence. Reach him through his website www.MyWorkplaceExcellence.com or 208-375-7606.
