Live to Play (Not Work)
Growing up in the 80s I remember a childhood filled with all kinds of play. Long before the invention of the iphone or on-demand TV we made our own fun with go-carts, make-believe and physical games. Everyday could be an adventure and the possibilities were seemingly endless.
Unfortunately, somewhere along the way, we learnt both consciously and unconsciously that play must stop; that there was simply no time or place for play amongst our many new responsibilities and evolving identities. Well I’m here to call time on this incorrect notion. Not only is play highly beneficial across a multitude of areas, it’s actually essential for health, growth and success.
How do we play?
In some ways, play is tricky to define, especially as an adult. Perhaps the first thing that comes to mind is sport, or competition - highly motivating to some and completely uninteresting to others. Whilst sport is certainly connected to play, it encompasses far more than this. Unlike many other behavioural concepts, play is yet to be given its own complex intellectual framework or one-line definition. Yet, such a framework is likely redundant since all creatures have an intrinsic understanding of what it means to play even if we can’t put it into words. We feel when we are playing and we feel when we are not.
In part, the beauty of play is that one size does not fit all. How you define and engage in play may be very different to my own definition, and may also change over time. For example, today I enjoy play through nonsense and silliness, singing or movement, for others it may be centred on competition, collecting, travelling, or something else entirely. Stuart Brown coined these preferences our play personalities, and in doing so demonstrates that play is much broader than we might first think. Brown identified 8 different personality types (the joker, the kinesthete, the explorer, the competitor, the director, the collector, the creator and the storyteller) and no doubt you’ll recognise yourself in at least one, if not more. Regardless of your personality type(s), one thing is for certain. Most of us need more play in our lives.
So go ahead and ask yourself, when was the last time you played?
Where were you and who were you with?
How might you be able to enjoy more of that in your life?
As adults we often label play as a frivolous childhood activity. We may not even recognise our activities, needs and wants as connected to play; perhaps incorrectly suppressing and ignoring them. However in truth, play is essential at any age yet many of us are in a play deficit.
Play: More Than Just Fun
Play is an essential part of human nature. In fact, it’s an essential part of all of nature as it drives evolution through cell experimentation and adaptation. Interestingly, nature appears to have safeguarded play without purpose, as demonstrated by bears and other predators who continue to play together for no obvious reason connected to survival.
For humans, play is a powerful tool for learning, problem-solving, and social interaction. When we play, we engage in activities that are intrinsically motivated, allowing us to explore new ideas and perspectives without the fear of failure. This freedom to experiment can lead to unexpected insights and innovative solutions to complex problems.
In a world driven by productivity metrics, deadlines, and bottom lines, the notion of play often gets lost, especially in professional settings. However, numerous studies and real-world examples highlight the significant benefits of incorporating play into the workplace. Far from being a distraction, play can enhance creativity, foster innovation, improve mental health, and strengthen team dynamics. Its transformative power makes it an integral part of every organisational culture.
In the workplace, play can take many forms, from gamified tasks and creative brainstorming sessions to team-building activities and unstructured breaks. These playful interactions create a positive and engaging work environment, which can boost employee morale and motivation.
Enhancing Creativity and Innovation
Creativity thrives in environments where people feel free to experiment and take risks. Play encourages this kind of environment by reducing the fear of making mistakes and promoting a mindset of exploration and discovery. When employees engage in playful activities, they are more likely to think outside the box and come up with innovative ideas.
Companies like Google and IDEO have long recognised the value of play in fostering creativity. Google’s famous "20% time" policy, which allows employees to spend a fifth of their work time on projects they are passionate about, has led to the development of some of the company’s most successful products, including Gmail and Google Maps. Similarly, IDEO’s emphasis on playful experimentation and prototyping has established it as a leader in design thinking and innovation.
Improving Mental Health and Wellbeing
Work-related stress and burnout are significant issues in most organisations. Incorporating play into the workplace can be an effective strategy to combat these problems. Playful activities provide a mental break from work, allowing employees to relax and recharge. Importantly this must be interwoven into the fabric of the culture to ensure that play is an equally valued component of work time. Simply adding play on top of an overstretched workload is unlikely to offer much benefit. When done effectively, play can lead to improved mental health, increased job satisfaction, and lower levels of stress. Moreover, play promotes social interaction and teamwork, which are crucial for a supportive and collaborative work environment. Building strong relationships with colleagues can enhance job satisfaction and create a sense of community and belonging.
Strengthening Team Dynamics
Playful activities can also enhance team dynamics by improving communication, trust, and collaboration among team members. Team-building exercises, for example, often involve playful elements that require employees to work together to solve problems or achieve common goals. These activities can break down barriers, encourage open communication, and foster a sense of camaraderie and mutual respect.
When teams engage in play, they learn to understand each other's strengths and weaknesses, which can improve their ability to collaborate effectively on work-related tasks. This can lead to more cohesive and productive teams, capable of tackling challenges and achieving better outcomes. Given such benefits, it’s curious that so many of us limit these activities to infrequent team offsites rather than find ways to bring this to life on a daily basis.
Implementing Play in the Workplace
Integrating play into the workplace does not require a complete overhaul of existing practices. Small changes can have a significant impact. Here are some practical ways to incorporate play into your organisation:
Create a Playful Environment: Design workspaces that encourage creativity and play. This could include breakout areas with games, art supplies, and comfortable seating where employees can relax and unwind.
Encourage Breaks and Downtime: Allow employees to take short breaks throughout the day to engage in playful activities. This can help reduce stress and increase productivity.
Organise Team-Building Activities: Plan regular team-building exercises that incorporate playful elements. These activities can help strengthen team dynamics and improve collaboration.
Gamify Tasks and Goals: Use gamification techniques to make work tasks more engaging and fun. This can increase motivation and make mundane tasks more enjoyable.
Foster a Culture of Experimentation: Encourage employees to take risks and experiment with new ideas without the fear of failure. This can lead to greater innovation and creativity.
Play as a Mindset
Many of us, especially the introverts among us, know that organised fun can be an oxymoron. Whilst the ideas above can provide practical applications to increase the amount of play, playing for playing sake is less likely to create lasting benefits. Instead I encourage play as a state of mind, an intentional approach to everyday or every suitable interaction. Perhaps this means embracing a greater sense of curiosity, or a decision to take everything a little less seriously. Perhaps it means indulging your imagination to consider ‘what if’, or ‘let’s try’. Perhaps it means letting go of any attachment to the outcome and instead focusing on pure enjoyment of the moment or the journey. Why not play around and figure out what works for you.
The Role of Privilege in Play
Unfortunately, while the benefits of play are well-documented, it is crucial to recognise that access to play has not been equally available to all groups, particularly women, people of colour and other marginalised groups. Societal expectations and systemic barriers have often restricted these groups from engaging in play both in childhood and in professional environments.
For example, for women, the dual burdens of professional responsibilities and societal expectations related to family and household duties can limit opportunities for play and relaxation. Additionally, in the workplace, women are often required to consistently prove their competence, leaving little room for playful experimentation. Similarly, many marginalised groups often face additional pressures to conform to dominant cultural norms and must overperform and overdeliver to demonstrate their value within predominantly white, heteronormative, ableist, workspaces, further restricting their freedom to engage in playful activities.
Promoting Inclusive Play
To truly harness the benefits of play for all in the workplace, organisations must actively work to create an inclusive environment where everyone feels safe and encouraged to participate. This involves:
Recognising and Addressing Barriers: Acknowledge the unique challenges faced by underrepresented groups and work to remove systemic barriers that limit their access to play.
Promoting Work-Life Balance: Encourage a healthy work-life balance for all employees, allowing them time to engage in playful activities without guilt or pressure.
Fostering a Culture of Inclusion: Create an inclusive culture that values diverse perspectives and encourages all employees to participate in playful interactions.
Providing Equal Opportunities: Ensure that all employees have equal access to play-related resources and activities, such as team-building exercises and creative brainstorming sessions.
Encouraging Leadership Support: Leaders should model playful behaviour and support initiatives that promote play, demonstrating that it is valued and accepted at all levels of the organisation.
Conclusion: The opposite of work is not play
Play is not just for children; it is a powerful tool that can transform your life and work. By incorporating play into the work environment, organisations can enhance creativity, foster innovation, improve mental health, and strengthen team dynamics. However, to fully realise these benefits, it is essential to address the barriers that prevent certain groups from accessing play. By promoting an inclusive culture that values play, organisations can unlock the full potential of all employees, driving long-term success and fostering a more equitable and dynamic workplace. Above all, play is a mindset that we can all access to enhance enjoyable experiences or navigate challenges. It’s time to recognise the importance of play and make it an integral part of our personal and professional lives. Let’s Play!
Want to play with me? Send me an email katie@re-humanise.com to explore ways to bring more play to your life and work.
