Advent is a word that is rarely used outside of the religious context these days. Most will know what it means superficially, but perhaps the deeper meaning is still lost even in some of our religious messages at Christmas.
Advent refers to the period before Christmas. It is derived from the Latin verb ‘advenire’ which means ‘to come to’, ‘to arrive at’, or to reach a certain place. Similarly, the verb ‘venir’ in French carries with it a sense of movement, going and coming, motion and energy to move forward and arrive at a destination. In this sense, it is not static but fully engaged and filled with intention and motion.
Although many spend Christmas on the couch or eating out, it is also a time of movement, of taking stock and asking ourselves where we have arrived at and for what purpose. The expectancy of the ‘baby’ at Christmas symbolises – whether one has faith or not – change, excitement and a joy for the things that were promised that have finally arrived.
But how is this relevant to professional life?
Firstly, it invites us to take stock and ask: ‘where have I got to?’ and ‘what was I expecting to find here?’ We have an opportunity to engage in social events with others and learn how far we have come, share stories and insights, rest and recover.
Secondly, we have a further opportunity to ask how we have been using our talents and skills at work. It can be really useful for leaders to ask if they have been fair, transparent, honest and whether they have taken responsibility for their own leadership development at work. Sometimes the answer lies within ourselves rather than others. A good look in the mirror can help. A key reflection point can be: ‘did I get to where I expected or have I more work to do to get there?’
The American-British investment banker and philanthropist John Studzinski puts it well in his book A Talent for Giving. He suggests that we all need to take time to ask what we are doing with our talents.
Some key suggestions for consideration include:
- Asking yourself whether you multiplied your talents this year or not;
- Asking yourself whether you achieved a new goal that you didn’t feel was feasible hitherto;
- Asking yourself if you hid your talent and buried it in the ground for nobody to see or benefit from.
(See especially pp.27–43 of Studzinski)
All of these questions sit under a key consideration of how we might be using our skills in the workplace for the best possible outcomes in work and for the betterment of society in general. And to do this, we need to be clear as leaders about what we are ‘expecting’. What do we wish to make happen? And what is the best possible way to achieve it for everyone – being inclusive, fair, ethical and just to all involved?
Only you can answer these questions for yourself and for your organisations this Christmas. But it would be a great start to the season if we could commit to asking the key questions during a period of rest and taking stock.
New year, new opportunities
The expectation is that we come back to work refreshed and renewed in 2026 to start again, to build back better and to bring people and their talents with us. A renewed sense of self-awareness and deep reflection can help us to:
- reset
- heal
- create a trusting workforce environment with enhanced performance outcomes and thriving values.
Together, this can shine a light on how the collective behaviours and unique skills of all professionals can help to reshape the world and heal fractured relationships and organisations – for the flourishing of all.
(Recommended reading here is Jefferson Fisher, The Next Conversation: Argue Less, Talk More, pp.149–162).
And remember: if you cannot give presents this Christmas but you have skills to share, share your skills and your time with a person who will benefit. The investment could be more beneficial than you think!
Happy Christmas, everyone!
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