A common way of thinking
On a regular basis to the Thursday I participate in a chat on innovation (#innochat) which gives me great pleasure because of the high quality of information that there is always shared.
For this last #innochat (you can see here a recapitulation) @DrewCM wrote a good article that served as a frame to the discussion- Nature. Nurture. Nightmare. What does it take to build an innovative enterprise?
Among the issues proposed for discussion were:
– What do you think it takes to build an innovative enterprise?
– How do the ends justifies the means?
We exchanged many ideas but still it seems useful to leave here a reflection on this theme.
I think that innovative companies are companies that people admire and in which eventually they would like to work. But are they companies where ethics has an important role in its activities?
Looking for images of innovative companies there seems to be a strong correlation between innovative companies and business ethics.
Companies that promote respect and trust between employees and where these are protected, encouraged and rewarded are flexible and able to take risks, but not at any cost.
They are companies where leaders regularly send signals that are absorbed as integral parts of a culture of ethics and of innovation.
They are companies that facilitate the expression of new ideas and opinions and where workers are considered collaborators so everyone can feel that they are an important part in the development of the organization.
Respect and trust are values that arise by exercising responsibility whatsoever of managers or employees, and which is also an important motivational factor.
The respect and trust that grows when managers don’t have always the correct answer and hear alternative voices in an open communication way.
“We don’t act a certain way because we have a virtue, but rather it is the other way around. We have that virtue because we behave that way repeatedly, over time.” – Aristotle
But it’s not always like that! Often we are questioned to what extend the means justify the ends when we see that, for example, there is a lack of ethics in how some subcontracts between organizations are performed.
Humans “have a tendency to exaggeration” and often overestimate how ethical is their behavior.
So until the leaders see their ethical conduct as essential for achieving the business goals, a lot of water from the river passes under the bridge.
Ethics should be always one of the banks of this river when leaders need to make decisions and not a boat adrift in those waters.
How do businesses balance the need to obey the laws of market speed and integrity in decision making?
How can we have a “play to win” and demonstrate an impeccable ethical behavior?
How can we crush the competition without anyone quit injured with lack of ethics?
How can we maintain an atmosphere of trust with employees if the leaders tended to handle customers?
“With so much ignorance about ethics, it is worth asking whether it is even possible to change the way that companies behave? Is it possible ethical companies are born, not made? Manzoni believes that it is possible to make companies more ethical; however, it is a long and hard process that revolves around organisational culture. To Manzoni, organisational culture is not simply about the mindset and values of the company, but about actions and practices. He quotes Goffee and Jones:
“Culture comes down to a common way of thinking, which drives a common way of acting.” – Grace Segran
It seems that while the organizational culture takes a good and given time to build up, the benefits inherent to it can disappear quickly if they are not fed.
What do you think of this?
TagsAnalyses and intuition Art and innovation Ask questions Assumptions and innovation Behavior and innovation Behavior change Business model Business models Collaboration and innovation Connections and creativity Create value Creativity and diversity Creativity and empathy Creativity and sustainability Critical thinking Designthinking Design thinking and business Diversity and creativity Diversity and Innovation Emotional experiences Empathy and innovation Evaluation of ideas Innovation and Human Resources Innovation and Management Innovation and networks Innovation and observation Innovation and possibilities Innovation and trust Innovation Culture Inovattion Institute for the Future Interception of ideas Intuitive thinking Making decisions Marty Neumeir Motivation and collaboration Open Innovation Services Passion and creativity Protoypes Resistance to change Rethinking options Simplicity and innovation Time and creativity values and innovation White space
- May 2018
- April 2018
- March 2018
- February 2018
- May 2017
- April 2017
- March 2017
- February 2017
- January 2017
- December 2016
- November 2016
- February 2016
- March 2014
- May 2013
- April 2013
- March 2013
- February 2013
- January 2013
- December 2012
- November 2012
- October 2012
- September 2012
- August 2012
- July 2012
- June 2012
- May 2012
- April 2012
- March 2012
- February 2012
- January 2012
- December 2011
- November 2011
- October 2011
- September 2011
- August 2011
- July 2011
- June 2011
- May 2011
- April 2011
- March 2011
- February 2011
- January 2011