I received a call a few days back where one of my Gurus wanted me to reflect on that rising lack of Respect in the society. There is a corresponding increasing in intolerance. You almost see a news item everyday on people actually getting whacked and killed because of some road rage or the other. Today there was a guy killed because his vehicle hit a parked car in Bangalore. Everyone seems to be blaming the society at large.
Organizations are in some terms society in a microcosm which operate with arguably tighter rules. How can we foster respect in organizations such that there is a culture of mutual respect that comes in. After working for about 4 varied settings over the last 15 years here are some thoughts that I had.
But before I get into those it is critical that there is more background about the type of companies that I worked in. The first was a university lab setting in the United states, the second was a multinational (both in the US and then in India), the third was a Indian Behemoth, the fourth (my current) is a start-up. Each of these settings has a unique culture and I was able to observe in close quarters how respect was built or broken down.
Lets see where respect is not going to get built. When each leader comes in to office with the thought that they are going to war. They need to kill or hurt someone else to survive. I have been in meetings where one department head called another in his group meeting as a Mentally Retarded Kid...MRK for short. Group meetings used to happen with this gentleman referred to us MRK and everyone had a chuckle to offer in return.
When each leader comes into office not knowing which way the boss man will swing today, respect for other colleagues is not going to happen. When companies are one-person shows, and the rest are merely rubber stamps, there is no way an individual is going to get respect.
Respect is not going to happen when the leadership is content mouthing big words such as process and does not walk the talk.
If we were to create a company where respect for the individual is part of the culture, it has to start at the top. It is all about leadership. Whatever the leader thinks personally about an individual, if the leader sinks into the muck by expressing his thoughts he is going to pull the organization with him down. A true leader has to have his or her game face on whenever they talk about people or teams. At no point of time can disappointment at the performance or action of a group or individual be expressed in disparaging terms.
Respect for the individual is also bent when the leadership is seen to be impartial and culture of back-stabbing is avoided. The leadership and HR have a critical role to play here. Everyone must be given to understand that this is not a knock-out championship in progress but rather coexistence to create higher value.
Human resources must always act by encouraging a positive behavior but more importantly nipping the negative thoughts in the bud. I think respect in companies get built when knowledge based leadership is recognized and consistent performance following the value system of the company is rewarded. Rewarding good performance that is a product of behavior outside the value system is NOT going to build respect. There was the highest scientific honor named after an Indian Nobel reward given out in this company to an individual that ignited scorn and disrespect of the system.
Even when HR which is supposed to keep its ear close to the ground and in some sense gathers intelligence on the happenings, the interactions have to be positive. The climate of the company where there is a lot of freedom to operate and failure is not regarded as the end of life seems to build an environment of trust and mutual respect.
End of the day, I don't think I have said anything new. But the actions of the leadership and HR have to be above board and based on a value system. Organization that practice value systems in a humane manner are healthy communities that foster respect. More such organizations would ensure that this is translated to the community.
Organizations are in some terms society in a microcosm which operate with arguably tighter rules. How can we foster respect in organizations such that there is a culture of mutual respect that comes in. After working for about 4 varied settings over the last 15 years here are some thoughts that I had.
But before I get into those it is critical that there is more background about the type of companies that I worked in. The first was a university lab setting in the United states, the second was a multinational (both in the US and then in India), the third was a Indian Behemoth, the fourth (my current) is a start-up. Each of these settings has a unique culture and I was able to observe in close quarters how respect was built or broken down.
Lets see where respect is not going to get built. When each leader comes in to office with the thought that they are going to war. They need to kill or hurt someone else to survive. I have been in meetings where one department head called another in his group meeting as a Mentally Retarded Kid...MRK for short. Group meetings used to happen with this gentleman referred to us MRK and everyone had a chuckle to offer in return.
When each leader comes into office not knowing which way the boss man will swing today, respect for other colleagues is not going to happen. When companies are one-person shows, and the rest are merely rubber stamps, there is no way an individual is going to get respect.
Respect is not going to happen when the leadership is content mouthing big words such as process and does not walk the talk.
If we were to create a company where respect for the individual is part of the culture, it has to start at the top. It is all about leadership. Whatever the leader thinks personally about an individual, if the leader sinks into the muck by expressing his thoughts he is going to pull the organization with him down. A true leader has to have his or her game face on whenever they talk about people or teams. At no point of time can disappointment at the performance or action of a group or individual be expressed in disparaging terms.
Respect for the individual is also bent when the leadership is seen to be impartial and culture of back-stabbing is avoided. The leadership and HR have a critical role to play here. Everyone must be given to understand that this is not a knock-out championship in progress but rather coexistence to create higher value.
Human resources must always act by encouraging a positive behavior but more importantly nipping the negative thoughts in the bud. I think respect in companies get built when knowledge based leadership is recognized and consistent performance following the value system of the company is rewarded. Rewarding good performance that is a product of behavior outside the value system is NOT going to build respect. There was the highest scientific honor named after an Indian Nobel reward given out in this company to an individual that ignited scorn and disrespect of the system.
Even when HR which is supposed to keep its ear close to the ground and in some sense gathers intelligence on the happenings, the interactions have to be positive. The climate of the company where there is a lot of freedom to operate and failure is not regarded as the end of life seems to build an environment of trust and mutual respect.
End of the day, I don't think I have said anything new. But the actions of the leadership and HR have to be above board and based on a value system. Organization that practice value systems in a humane manner are healthy communities that foster respect. More such organizations would ensure that this is translated to the community.
