Tall Poppy Syndrome

Lifting the Lid on Tall Poppy Syndrome

In 2023, Women of Influence+ did an international study called The Tallest Poppy 2023 (the Study). The Study revealed that Tall Poppy Syndrome (TPS) remains a significant issue for women in workplaces around the world, and the impacts are devastating.  

The Study further revealed that a staggering 9 out of 10 women have experienced TPS, with the top drivers being jealousy, sexism and insecurity. It doesn’t stop there, with 5 out of 10 women revealing they experience TPS outside of work and in their family and friendship groups.

It is my mission to empower people to grow and expand their mindsets and behaviors, for the greater good of all.  A necessary predecessor to change is awareness, and that is the aim of this article.

What is Tall Poppy syndrome?

TPS is a term commonly used in New Zealand and Australia, referring to the expectation that poppies should grow together and if one grows too tall, it is cut down to size. TPS occurs when people are disliked, resented, criticized, or cut down because of their achievements and/or success.

The Impacts of Tall Poppy Syndrome

The impacts of TPS are devastating, on the individual women first and foremost and on the organization at which it plays out.

Women already battle societal conditioning, subconscious beliefs, and wounds around being worthy, good enough and authentic belonging in the workplace. Every interaction of TPS aggravates these subconscious beliefs and wounds, which often result in women in the workplace giving up, playing small or working twice as hard to prove themselves.

The cost to organisations where this is happening is hefty. The Study shows that TPS negatively impacts productivity, results in disengaged workers and higher rates of burnout. TPS also leads to an unwillingness in those deserving of it to share achievements and apply for promotions.

Combatting Tall Poppy Syndrome

Through the grow and expand model, I believe that change happens from the inside-out. I acknowledge that large scale change by focusing on the external factors is possible, but reclaiming my own power within has led to profound results and is the approach I prefer.

Consequently, the first step to combatting TPS in my view, is to admit that most of us have at times been part of the problem. After all, we are engineered to survive, which we seek through belonging and a strong sense of self. When others around us achieve in areas we don’t and desire to, our internal wiring can interpret this as a threat to our belonging in that environment. This can see us acting in ways that are inconsistent with who we are and what we stand for.

Other’s achievements and success also tends to shine a light on areas where we desire that same achievement or success, which typically triggers our lack mentality. Once we are stuck in a famished and lack mindset, our responses are often counterproductive and not consistent with our true intentions.  

Normalizing the human experience and accepting that we are not immune from it, takes the shame and judgment out of these often-instinctive internal reactions. This approach allows us a valuable opportunity to recognize a societal problem, from a place of growth for the greater good.

I have yet to experience a TPS moment that doesn’t stem from a quality or achievement of someone else that I don’t deeply desire for myself. Taking ownership of how I respond to the somewhat instinctual narratives and emotions that arise within me, is where true change starts to happen.

I like to look at that moment through the lens of opportunity. I thank the natural human response within me for guiding me to exactly what I am craving more of in my life or career. Understanding the root cause consequently empowers me to start taking actionable steps to achieve what I desire for myself.

Anyone who finds themselves on the receiving end of TPS, might find it helpful to remind themselves of the human experience of others. This immediately helps depersonalize the experience which tends to calm our nervous system and allows us the opportunity to view what is occurring from a different perspective.

In such moments, reminding ourselves that our achievement is likely something the other person desires, allows us the opportunity to reframe what is occurring through a lens of pride for what we have been able to achieve. Understanding that what is occurring has very little to do with us (other than the fact we have achieved something admirable), and everything to do with societal conditioning and internal-wiring, allows us to distance ourselves somewhat from the pain of the situation. It is from this place that we can make an informed choice to either let what is happening control us, or to take control over our own achievements and abilities and at the very least, be our own biggest cheerleader.

These strategies won’t overcome others’ projections and the negative impacts they have, but it allows us to take control of our own stories and personal truths in a way that best serves us inspite of the external factors.

If every person recognised when they are about to engage in TPS, shows themselves the necessary understanding and compassion, and thereby choose not to engage in TPS, we are starting to make significant inroads. Conversely, if every person who is subjected to TPS acknowledges that what is happening is no reflection on their own worthiness, ability and the way in which their achievements deserve to be celebrated, we have truly started to combat TPS. Better yet, once we can engage with TPS constructively, we will feel more comfortable in calling it out when we see it occurring (from a place of love and compassion, of course).  

Organisations on the other hand have a significant part to play. It starts with raising awareness, adopting a zero-tolerance policy, holding offenders accountable, uplifting and publicly praising achievers and investing in training for all employees about the win-win nature of any fellow employee’s achievements.

With the introduction of the new Managing the Risk of Psychosocial Hazards at Work Code of Practice, every organization has a pro-active legal obligation to adequately mitigate and control instances and impacts of TPS in their organizations.

Conclusion

TPS is insidious and widespread, and we all have a part to play in its demise for the greater good of women and people everywhere.

Because together, we can make a difference!