RESPECT & CORE VALUES

Surprisingly many organizations have RESPECT as a core value. When you dig deeper though, chances are the definition of the word would differ from one person and/or demographic to another.

For older demographics, the term RESPECT could mean, “Older folks are to be hallowed around here”. For a younger demographic it could mean “Value and contribution should be reverred around here”.
Overall, what is critically important, is for organizations to not only clarify what aspirational values mean for their organisations but to also clearly articulate the consequences of not getting it right.
For example, a culture where disrespect is a norm could illicit a pattern of wastages. Wastage of energy by targets/victims in focusing more on:

1. Getting back at the offender, thereby dissipating otherwise valuable and productive energy.
2. Avoiding the offender even at the expense of deliverables falling through the cracks.
3. Turning frustrations on customers as a means of releasing pent up ugly energy, ultimately impacting badly on organisation’s bottomline.
So do you need any more reason to take the concept of RESPECT in the workplace more seriously?

Comments

Agile HR (3)

HR has definitely come a long way. Many #HR professionals have made impressive success aiding their organizations in navigating multiple disruptions. Many also have managed to keep up to speed with best practices with regards to #practices , #processes and #policies . What appears to be a limiting factor though is where #HR has no clue as to why these practices are in place and therefore are unable to sustain such for long term benefits. For example, what is the purpose of Psychological Safety in a knowledge economy? What is the value drivable from a Servant/True Leadership model? And what is the essence of Employee Experience (EX) for employee engagement and retention? Any ideas? Please share.

THE PSYCHOLOGY OF RESPECT

For those who undermine the value of respect in their organizations, choosing rather to look the other way or underplay the unsavory impact of disrespect as a cultural norm, Training Industry’s PSYCHOLOGY OF LEADING WITH RESPECT survey shows that culture of disrespect within organizations resulted in: 1. Decreased Productivity 2. Lost time 3. Additional Costs. My take is that discerning leaders will do well to courageously address norms of disrespect. They will as a result save their organisations from attendant and perhaps unintended but sinister consequences. Do look out as I share my thoughts on the subject of RESPECT in the workplace for the rest of the week! But meanwhile, you can watch snippet of my presentation on IMPACT OF RESPECT & CULTURAL NORMS IN AGILE at the Women in Africa Conference (WIA) 2022. https://lnkd.in/dJk6-eZx

Feedback Postures

For a very long time and for some inexplicable reason, I believed that feedback was a fundamental human right. So it rattled me un-end in scenarios where I expected feedback & it never came. With my line of work as trainer and facilitator, I have experienced a significant number of instances where program organizers would worry participants about session evaluations but did absolutely nothing with the information garnered much less convey to facilitators! As I grew older however, I had to let go of my beliefs around feedback. And where it really matters I would literally demand it. Over time, I have come to realize that not everyone is as vested in the idea of continuous improvement. Somewhere deep down inside though, I wish that they did care. Why? Because successful people, systems, start-ups, organizations & nations have consistently elevated the quality of value and service delivery largely because of the premium placed on harnessing feedback from service offerings ...

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