The IS of Identity: Exploring the Self through General Semantics

We often take our sense of identity for granted, assuming “me” and “us” is a fixed and unchanging core of who we are. However, the field of General Semantics invites us to challenge these assumptions and engage in deeper reflection on the constructed nature of identity. This perspective holds particular relevance for the practice of Organisational Psychotherapy.

Assumptions and Abstractions

At the heart of General Semantics lies the recognition that we do not experience reality directly. Instead, we create abstractions and maps in our minds to represent the world around us. Our identity, or sense of self, emerges from this process of abstracting.

As the pioneering general semanticist Alfred Korzybski famously stated, “The map is not the territory.” Our self-concept, composed of memories, beliefs, and narratives, is simply our mind’s representation of who we think we are. It is not an inherent, immutable truth.

Language and Identity Formation

Language plays a pivotal role in shaping these abstractions that form our identities. The very act of labelling ourselves with statements like “I am…” imposes artificial boundaries and categories upon our fluid experience.

For instance, saying “I am a manager” reduces the multi-faceted richness of our being to a single role or descriptor. General Semantics encourages us to become more conscious of how language influences and potentially limits our self-perception.

The Organisational “Mega-Self”

Interestingly, organisations themselves can develop a kind of collective identity or “mega-self” that transcends the individual employees. This organisational psyche manifests through shared narratives, cultures, assumptions, beliefs, and behavioural norms.

Just as individuals unconsciously shape their identities through language, organisations reify their mega-self through mission statements, marketing messages, and the stories perpetuated about the company’s history and values. An awareness of General Semantics principles can illuminate how this collectively-constructed identity arises and evolves over time.

The Organisational Self

At an individual level, our personal identities are further moulded by the structures and cultures of the organisations we inhabit. We may unconsciously define ourselves in relation to our job titles, team memberships, or the narratives of the broader organisational mega-self.

An organisational psychotherapist employing a General Semantics lens might invite people to question the implicit assumptions and linguistic traps that constrain how they view themselves within the workplace context. This expanded awareness can open up new possibilities for growth, authenticity, relationships, and systemic change.

Towards Fluidity

Ultimately, General Semantics does not advocate for the elimination of identity altogether. Rather, it encourages a more flexible and enquiring relationship with our sense of self – one that recognises its constructed and mutable nature.

By embracing the core principles of this field, we can learn to hold our identities lightly, remaining open to revision and evolution as our experiences and contexts shift. In doing so, we cultivate greater agency, adaptability, and presence in our lives and work.

At an organisational level, this fluid stance towards identity allows for increased agility and responsiveness. Rigid attachments to how a company defines itself can blind an organisation to changing customer needs or environmental pressures. Applying General Semantics thinking can facilitate an organisational identity that is resilient and dynamically co-created by its members.