| A 'Step forward, Step up'© Culture |
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It's not unusual for me to be spending time explaining to leaders why people disengage from the business and delivering the organization's strategies. All to often companies unconsciously promote a competitive environment focused on achieving the result (runs on the board, getting a win...) and only rewarding/positively recognising those who...
It's not unusual for me to be spending time explaining to leaders why people disengage from the business and delivering the organization's strategies. All to often companies unconsciously promote a competitive environment focused on achieving the result (runs on the board, getting a win...) and only rewarding/positively recognising those who hit the target, get their KPI's deliver budget... However, often there is little or no recognition for those who may have 'missed the target' but have contributed in other ways or delivered a 'personal best' performance. Now before people roll their eyes and think i've gone down the road to mediocrity, where winning is no longer PC, and whole teams should get 'player of the day' awards, let's be clear. Being a former competitive runner, footballer (soccer) and football coach, I see nothing wrong with being a winner, nothing wrong with competition, nothing wrong with being recognised for individual excellence/performance. It's when this is the only recognition, that organization's can begin to experience problems with engagement and innovation. The effects of this singular focus, were highlighted in a recent article in the College Herald supplement of the New Zealand Herald newspaper. The article by Caitlin Anyon-Peters, a year 11 student at St Cuthberts College, is on the 'being the best' attitude pushed by some schools, and while the article focuses on education it has relevance for leaders in organizations. For me, the essence of the article was summed up with the phrase 'step down, step back' an action being taken by a number of Caitlin's peers. "The academic system is based on getting things right, but should grounds for recognition be based on personal improvement? Everyday I see my peers step down, and step back because they don't feel good enough." And it is this 'step down, step back' action that is at the heart of disengagement. 'Stepping down' in the sense of people decreasing their contribution of ideas, energy, skills... and 'steppping back' as people distance themselves physically/mentally from their work, team, department, company. Even stepping back from their industry. If innovation, relationship building and growth are important to your organization's future, then you'll benefit from everyone in the organization engaging with both the organization and it's strategies. This dual engagement is aided by developing and nurturing what I call a 'Step forward, Step up©' culture. This 'Step forward, Step up©' culture is one where people are recognised for who they are as well as for what they contribute, where ideas can be 'tested' and refined and where results is not the only 'currency' for being a worthwhile contributor. Tip.Two things innovative organizations do when looking to maintain high levels of engagement between people, the organization and it's strategies. 1. Find ways to simulate new ideas/innovations in action. 2. Gauge people's levels of achievement and fulfillment Contact me to find out more about how you can do this within your organization Join the tribe HERE to post a comment and join in the conversation |
