From Rebellion to Reliability – Setting the Tone How do you feel when you hear “We’ve always done it this way”? That’s right. We’ve all been there at some point. That doesn’t really set the tone for our willingness to change, does it?
In Let Your Employees Rebel
Harvard professor Francesca Gino explores how to balance compliance with disobedience, or constructive disobedience. Her research shows that the benefits of doing so include increased performance, confidence, and engagement. In one example, she shares a discussion with Pixar executives about the onboarding process.
New employees are given examples of how
The organization learns from mistakes. Not only are they encouraged to reflect and question. They are also shown how the company works by overseas chinese in europe data example on their first day. The concept of the High Reliability Organization (HRO) takes a very different approach to tone.
This focuses on high-risk careers and
Environments where learning by making mistakes is not ideal, but learning from mistakes is critical. In an HRO, employees are also empowered hot global growth: mastering japanese business etiquette and expected to raise concerns. An example – an aircraft carrier, with the engines running, any hazard around could be catastrophic. You can’t have an employee afraid to say “wait, I can’t find that wrench.
In that environment, they change
Always done it this way.” Risky Business – Open to New Ideas “IWe should approach every problem with the consideration that this time we may rich data be wrong. ” — Sean Brenda You can say you encourage new ideas, but if you don’t show that you can listen to them—and incorporate them when they make sense—your learning environment will be narrowed.