In high performance organizations, talented people are encouraged to discover their own purpose and strength, well aligned with the business purpose. They are equipped with a growth mindset, core values, and unique professional competencies.
Inclusion: We are stronger through appreciating diversity and advocating inclusions. It allows us to explore options that one individual or a homogeneous group might not have uncovered. Inclusiveness makes the team stronger, complements each other's skills and expertise, produces better solutions, business brands, and amplifies collective performance. Business leaders today must set inclusion as a culture tone, embrace the multitude of differences, including different thinking styles, cognitive, cultural, experience difference, get people to recognize how inclusion improves retention, engagement, etc. They are very open to knowledge, desire for insight, search for wisdom, and recognize merit and ideas, no matter where they come from. Otherwise, their organizations will not be able to survive for the long term.
Integrity: Integrity allows the management to be responsible and accountable, improves business transparency, effectiveness, accountability, harnesses trust, leads to high mature business management disciplines. Corporate leaders and professionals with high integrity will have a humble attitude, good ethical conduct and get better opportunities to deliver high performance results. Developing integrity as one of the core values of a corporation requires picking the right senior executive team, ensuring effective governance and partnering with c-level executives to take the company forward while assessing long-term risks as part of the overall strategy process, and keeping the organization intact by ensuring sustainability.
Accountability: Accountability is part of personal integrity. Accountability needs a safe environment, starting with leaders at the top of the hierarchy, and it goes hand in hand with the delegation of authority. Behaving accountable is the result of a culture with values that need to be organized and nurtured. If you ensure the individuals have autonomy within their tasks, you will be able to address performance on an equal partnership basis. Accountability needs to be well embedded in the organizational culture, to encourage reciprocal communication, interactive learning or collective decision-making, timely follow-up and enhance a healthy feedback cycle. Collective accountability involves shared ownership, clear-defined goals, and clarified communication across the organizational hierarchy to deliver desired results.
Trust: People have different sets of beliefs, background and life experiences, they may have different value systems for trust. Thus, leading or working in such a multigenerational, multicultural business environment requires embracing inclusiveness, acting in ways that provide clear reasons to decide to trust. Trust is usually bi-directional. Leaders need to show staff that you respect them, first, understand what they care about, and trust them on consistency of what they promise and produce. The staff need to trust the leaders on their value proposition, judgmental intelligence, problem-solving skills; sponsorship or support. No blind trust or trust too little. Reciprocity is an important part of building trust and allows predictability and stability in the relationship.
In high performance organizations, talented people are encouraged to discover their own purpose and strength, well aligned with the business purpose. They are equipped with a growth mindset, core values, and unique professional competencies. Understand and recognize that everyone plays a "piece of the pie," encourage “teamwork,” and give everyone a voice about how the organization and the people in it can prosper and thrive, participate in creative activities, contribute to achieving strategic business goals, and revitalize a future-ready digital workforce.
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