The Curse of Chinese Whispers in the Workplace

People Please: Edition #001

I’m Shikha Mittal, and I’m thrilled to bring you the very first edition of my newsletter - “People Please!”

This newsletter is my attempt to transform 100,000 professionals (globally) from “People Pleasers” into “Culture-Builders” and “Change-Makers.” The Three Guiding Principles of “People Please” are:

1. Stop Pleasing People: For individual contributors looking to set boundaries and focus on personal and professional growth.

2. Focus on Creating Pleasing Experiences for People: For HR and L&D professionals who design meaningful and impactful journeys for employees.

3. Please Put People Before Profits: For leaders committed to building purpose-driven organizations.

In this first edition, I’ll address a key workplace challenge: “The Curse of Chinese Whispers in the Workplace” and explore how spotting and addressing biases can prevent this destructive trap.

Below, you’ll find actionable steps to effectively tackle Chinese whispers at work.

Estimated Reading Time: 5-7 minutes

Why Trust Me?

Over the past 15 years, I’ve collaborated with 450+ organisations across 41 industries, designing and delivering learning and developing programs impacting over 500,000 professionals through my enterprise, Be.artsy. which I founded in 2010 in Delhi, India.

From small beginnings to global impact, Be.artsy has been at the forefront of using creative, artsy and innovative approaches to tackle workplace challenges and promote inclusion.

First Edition: The Curse of Chinese Whispers in the Workplace

Last week, I visited Benin, a country in West Africa, for a work trip. Like many of you, I hadn’t heard much about this country before. But during my visit, I encountered a story that perfectly illustrates the dangers of unchecked biases—how they can distort facts, shape false perceptions, and derail narratives.

This story holds a critical lesson for people at work about the importance of clarity and curiosity in avoiding the “Chinese whispers” trap that can erode workplace culture and hinder organisational success.

While there, my colleagues encouraged me to visit a monument near my hotel called “Place de l’Amazone Benin,” dedicated to a "woman warrior." Before I even saw the statue, I heard two conflicting stories about its significance. Some said it honoured a single woman warrior, while others claimed it represented the bravery of an entire group. Confused by two different narratives, I was left wondering which version was true.

Standing before the statue, I decided to dig deeper. With help from my local colleague, Dr. Stéphanie Boko Agbo (a PhD in tourism), and some of my own research, I discovered that the monument represents the Agojie warriors—an elite group of female soldiers from the Kingdom of Dahomey (modern-day Benin). Stéphanie even provided government data to support this interpretation, making it the most credible version.

By the way, these remarkable women were also the inspiration for the movie The Woman King. Now I have the context to rewatch the film—and I hope I’ve motivated you to add it to your weekend watchlist too!

The Dual Legacy of the Agojie Warriors

But here’s the key takeaway: By staying curious and asking questions, I uncovered the fascinating history of the Agojie warriors—not just as fierce warriors and protectors of their kingdom, but also as participants in the darker legacy of the transatlantic slave trade.

I learned that, in addition to defending their kingdom, the Agojie warriors were also involved in selling men and women from rival tribes to European traders.

This duality of leadership and exploitation presents a complex, thought-provoking narrative that challenged me to pause and reflect on the “Chinese whispers” that could have misled my perspective. For me, this experience wasn’t just about learning history; it was a wake-up call to actively confront my biases before forming any opinion.

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My Reflection: Spotting and Addressing Bias

When I discovered the duality of the Agojie warriors, my initial reaction could have been judgmental or dismissive, but instead, I chose curiosity over conclusion.

Rather than forming a fixed opinion, I asked myself the following questions:

• Am I judging these historical figures based solely on one aspect of their legacy, without considering the context of their time?

• How might my perspective change if I knew more about the political, social, and economic circumstances of the Kingdom of Dahomey?

• What can I learn from their story that applies to leadership and decision-making in today’s workplace?

• How often do I, as a professional, allow one-sided narratives to influence my perception of people or situations at work?

These questions reminded me of the importance of withholding judgment until I’ve gathered a fuller picture.

The experience taught me that embracing duality is not about justifying wrongdoings but about acknowledging the complexity of human decisions.

It’s about understanding that leadership, whether in the past or the present, is often a balancing act of competing priorities and perspectives.

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Breaking the Chinese Whispers Trap:

Workplace dynamics, much like the story of the Agojie warriors, are rarely straightforward or black and white. By adopting an inquisitive mindset and intentional practices, individually we can break the Chinese whispers trap, reduce biases and build stronger, more inclusive work environments.

Here are five actionable steps for Individual Contributors:

1. Stay Curious
   When you encounter conflicting narratives, pause before forming conclusions. Ask yourself: Are these accounts based on facts, or are they shaped by incomplete or distorted information?

2. Ask Deeper Questions
   Go beyond surface-level assumptions. Explore the "why" behind behaviours or decisions, and seek diverse viewpoints to build a fuller picture.

3. Seek Context
   Understand the broader circumstances—historical, cultural, or organisational—that may shape decisions or actions. Context prevents misunderstandings.

4. Embrace Complexity
   Accept that workplace dynamics, like people, are rarely black and white. Acknowledge dualities—strengths and flaws—and appreciate the multifaceted nature of every situation.

5. Challenge the Status Quo
   Create and support environments where curiosity is valued, questions are encouraged, and assumptions are openly challenged.

By following these steps, we can go beyond reducing biases to build trust, collaboration, and inclusion—building workplaces where everyone feels heard and valued.

Lessons for Leaders: Breaking the Chinese Whispers Trap

Unchecked narratives in the workplace function much like the “Chinese whispers” game: incomplete or distorted information spreads, leading to misunderstanding and conflict.

Leaders, in particular, are vulnerable to blind spots when they rely on input from a select few, excluding broader organisational perspectives.

The Solution? Actively contribute to a culture where transparency and feedback are prioritised. Remember, transparency is both challenging to embrace and even harder to value - but in the corporate world, you’ll need to master both, no matter your role.

"Without transparency, you don’t have trust. Without trust, you don’t have a team."

— Phil Geldart

Steps for Leaders to Avoid the "Chinese Whispers" Trap

1. Promoting Curiosity: Create regular "Ask Me Anything" sessions where employees can directly interact with leadership to clarify organisational goals and challenges.

2. Verifying Information: Introduce cross-functional check-ins to validate information before key decisions are made.

3. Listening to the Whole Organization: Implement quarterly surveys with open-ended questions to gather honest feedback from all levels of the company.

4. Encouraging Transparency: Establish a “Truth Zone” in meetings, where employees are encouraged to clarify assumptions or debunk misinformation.

5. Training Against Bias: Conduct quarterly workshops on unconscious bias and how it impacts workplace decisions.

6. Creating Feedback Loops: Share survey results and action plans transparently with teams, demonstrating that their feedback drives change.

Coming Up Next: HR and L&D professionals will find actionable steps and fresh ideas for launching an impactful Bias Training program for both Leaders and Individual contributors.

Individual contributors will explore how Bias Training can promote personal and professional growth, while leaders will uncover how these programs can drive cultural transformation, promote inclusivity, and align with organisational profitability goals.

Stay Tuned for People Please #002—Friday, January 31, 2025!

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About the Author | Shikha Mittal is the Founder of Be.artsy Awareness Experts | Co-Host of Office Tales and People Podcast.

Why Not To Miss “People Please!” Newsletter:

For Individual Contributors:

• Break free from people-pleasing.

• Stay true to your values.

• Build real connections.

• Take charge of your growth.

• Speak up with confidence.

For HR & L&D Professionals:

• Design experiences employees love.

• Turn HR into a strategic powerhouse.

• Build inclusive, bias-free workplaces.

• Create meaningful learning journeys.

• Focus on what truly matters.

For Leaders:

• Lead with empathy and integrity.

• Put people before profits.

• Inspire transparency and trust.

• Drive lasting cultural change.

• Align your vision with your team’s aspirations.

and more…….

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