Though it’s often described as an African proverb, I first came across the expression via an email from Petra in Europe.
Thank you for introducing WOL to the business world. I really hope we can change the culture of our company, but I know we have to be patient. “Grass doesn't grow faster when you pull it.” :-)
Petra made me think about the grassroots movements that sometimes form within organizations. There’s something almost magical about an employee-led movement, the earnest coming together of people who share a passion and commitment for making a difference.
Individuals participating in these movements are sometimes skeptical about management initiatives that try to accelerate what they started, “pulling the grass” as it were. Yet if your goal is to reach more people in your organization, management isn’t something to be avoid. Rather, their support is exactly what you need for your grassroots to grow, and it can come in many forms and from many different people.
Support could be a Learning & Development manager putting WOL Circles in the Corporate Academy, making it easier for employees to join and making it clear that personal development can be done on “work time.”
It could be a board member issuing a press release, communicating how this kind of development helps the company.
It could be managers enrolling in Circles or WOL for Leaders (a reverse mentoring program) so they experience the benefits themselves and signal to others that these kinds of “WOL behaviors” are encouraged.
Because “grass doesn’t grow faster when you pull it” we ensure Circles are always optional and confidential, so management can’t dictate participation or the choice of goals in WOL Circles. But grass does grow faster - and is healthier and more sustainable - when you have the right conditions. Just as the landscapers in my local park provide nutrients, water, structures (fences), and protection (a cover in winter), it’s possible for management to provide a fertile environment conducive to growth.
If, like Petra, you’re hoping to change your company’s culture, then part of what you must do is find managers open to change and make it easy for them to support you in some way. Doing so is key to scaling your efforts, helping more people, and making the difference you want to make.