Conclusion
the journeys described above which can be applied by organizations in diverse locations, cultures, and political realities? While there are a plethora of concrete, evidence-based practices here are three which I have personally used and found to be most potent: 1. Be fiercely committed to the positive and the unseen possible. In the small non-profit music coalition described above, I was the only teacher who believed the founder would completely step aside, while the rest were ready to walk away and try to start a new group. I said, “We must try. We must try.” The request for significant organizational change was made and eventually accepted, and I was able to help lead the group in a new direction, infusing it with positive principles and revitalizing practices. At Rocky Flats, during the very first meeting convened by Kaiser- Hill/ CH2MHill with Rocky Flats personnel, despite the background of rancor, distrust, and animosity, a Senior Executive said to the entire group, “This is the best team I’ve ever worked with…” He saw the unseen possible, focused on the positive, and helped lead the way to extraordinary results. 2. Use the three D’s of listening: Listen Diversely, Deeply, and Determinedly. Talk with and listen to a diverse set of stakeholders – those who help make the decisions, those who have to implement the decisions, and those who will be affected by the decisions – both inside and outside of the organization itself. Listen deeply and seriously to what this diverse group has to say, why they feel the way they do, why they hold their various perspectives, and get their ideas for improving the organization. Listen with upfront and overt determination to implement as many of these ideas as possible, even if some of them need to be implemented over the long term.
In looking at the transformation of the organizations described above, the words of Jason Lauritsen who compared the modern world of work with being stuck in The Matrix, are deeply inspiring: “…the traditional way we've inherited to manage and organize work is like The Matrix. We've been stuck inside this inhuman, and frequently inhumane, model of work for so long that most don't realize that there is an alternative....it is time to do away with the inhumane and ineffective management practices of the past, and to accept a new reality….” I am passionate about teaching and inspiring organizations to become workplaces “where people want to stay, instead of wanting to leave” – workplaces that are Humane, Ethical, and Resilient. I am completely committed to the belief that businesses and organizations can be ennobling forces for good, with women and men alike sharing in positive leadership qualities. Together we can elevate the human side of enterprise.
3. Create a Culture of Generosity.
From the C-Suite to the janitors, model and encourage behavior where people willingly share time, energy, knowledge, skills, ideas, and connections with each other. Eliminate or reduce scarcity-minded “silo-ism” where people hoard information and resources. Openly “give credit where credit is due” and acknowledge contributions made by those who genuinely help but are often overlooked.
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