RESPECT & FIRST NAME BASIS

“Do you know my age?” If you’ve never been asked or ever heard this question before then, its either you work with a multinational with entrenched practice of ‘First Name Basis’ or you simply reside within a culture where age isn’t particularly weaponized.

Quite frankly, its much easier for older demographics to accept the first name phenomenon where the practice is already in existence prior to their joining an organisation. Problem however arises where a business decides to transition to that practice after having a contrary posture prior. It can be difficult mehn!
Popular premise triggering such moves (amongst others) is the need to foster contribution, collaboration, innovation and all that good stuff without the impediment posed by the ‘Do you know my age?’ posture.

Have you noticed though how younger demographics rarely ever have reservations with jumping on the first name phenomenon; even where they’re addressing older persons? (Associated premises is topic for another day)
The same however cannot be said for much older demographics who would cringe just at the mere thought of referring to an older colleague by name!
That said, It’s interesting to see how organizations continue to navigate this terrain….
For the rest of the week, I’ll be sharing more on the norms of RESPECT in the workplace. Meanwhile, you can check out one of my articles here:
https://lnkd.in/dqvh4HbQ

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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