Innercycle

 Organizational management needs to have objectivity and discernment, incorporate the multi-faceted aspects of the knowledge system, innovation, and intuitive behavior.

We are in a time of tremendous change, the dawn of the digital age, the path to the next level of digital maturity, a quantum leap with radical change. 

Professionals are responsible for their actions; to their consciousness. They should be accountable to their organizations. Values shape top behavioral integrity which influences employee attitude, behavior and motivation. Behavior circle includes the following interdependent components.

 

Employee values: Values are the driving forces behind everything we do and everything we say. Values aren't behaviors. Our behaviors are reflections of what we truly value in any given situation in relation to what we say we value. Changing or evaluating core values is more than a simple action that can be accomplished through good communication. If there is a new organizational driver, it could be more effective to infer and report apparent values based upon behavior and particularly the results it generates.

Staff attitude: Attitude is the positive or negative feeling towards professional or personal life. Attitude comes from one’s conviction, value, and perception. Attitude manifests itself through one's behavior. Perception is based on one’s thought processes which are influenced by one’s thinking style, cognitive understanding, knowledge level, wisdom and intellectual maturity. It is developed on the basis of one's understanding groomed by the growth environment, education, circumstances, and surroundings.

People’s habits: A habit is cultivated by what you continue doing. A habit, from the standpoint of psychology, is a more or less fixed way of perceiving, thinking, willing, or feeling acquired through previous repetition of a mental experience. World-change act should follow the logical steps to cultivate good habits. Develop a thinking habit first in order to cultivate the changing habit more effortlessly. Proactive change implies anticipation of either internal or external ways through predicting and planning. Staff can be motivated or empower themselves to make behavior changes with practices, cultivate change habits, and make their daily working environment better, improve productivity, efficiency, or creativity. If you can't change the habits of your people by encouraging the positive ones and challenging the negative ones, then there’s no way you can move up your organizational agility (change capability) and maturity.

Sequence & consequence: Uncertainty of outcomes or occurrences is inherent in numerous business endeavors or societal movements. All of that makes us humble. The mindsets shape attitude, attitude drives behavior; behaviors have sequence and consequence. Thus, the thought process, behavior, and outcome need to be assessed cohesively, to truly understand the talented employee as a whole consistently. Positive and negative consequences direct numbers. It also strongly encourages employees to self-evaluate performance, encourage autonomy, discovery, and continuous improvement.

Organizational management needs to have objectivity and discernment, incorporate the multi-faceted aspects of the knowledge system, innovation, and intuitive behavior, apply information-driven judgment skills to deal with assumptions & unconscious bias, and practice inferential consequences to lead change in a structural way.

Posted in: Talent Master