To build an adaptability advantage, we need more We than Me. Sprints 1.1, 1.2 and 1.3 identified the enemies and the principles of adaptability. Some of these could be categorised as we’s and me’s…
We |
Me |
|
Team |
Individual |
|
Stakeholders |
Organisation |
|
Diversity |
Homogeneous |
|
Long-term |
Short-term |
|
Decentralised |
Centralised |
|
Organic |
Mechanistic |
|
Community |
Person |
|
Altruistic |
Selfish |
|
Flexible |
Rigid |
|
Autonomy |
Control |
|
Inclusive |
Exclusive |
|
Innovation |
Creativity |
|
Challenge |
No challenge |
We know the quote, a strong team is greater than the sum of its individual parts, so by inference, the power of We is greater than the strength of Me.
Hi Janice, thanks so your contribution--a very useful summary! Curious to get your perspective on how we might "hack" an HR process and practice (e.g., hiring, perf management) so that there's more "we" than "me." Any ideas for how we might get started would be helpful!
Thanks again
Michele
- Log in to post comments
Hi Michele, thanks for your comment. Firstly, I believe there needs to be a "felt need for change". Also as you mention, hiring... acquiring talent or building capability that fits the vision of the new 'we', and also perhaps focusing on team reward and recognition rather than individual. Importantly the culture of the organisation needs to change to move from 'me' to 'we'. Organisational development could assist this process.
Thanks again
Janice
- Log in to post comments
You need to register in order to submit a comment.