‘Hire for difference– in people’s thought processes and life experiences, among other qualities.’
‘Be more tolerant of differences and how they are expressed.’
‘Design performance measures that allow for creative surprises and that acknowledge differences in trajectories of development.’
‘Encourage radically honest conversations about people’s hopes and fears throughout the organization.’
‘Offer opportunities for adding extra value in people’s personal development as well as professional development.’
‘Cultures are significant suppliers of meaning.’
‘Communicate what you stand for and what you take pride in- clearly and simply.’
‘Don’t assume your motives (and your sense of what’s meaningful) are share by others.’
‘Take in different experiences/get out of your comfort zone to find the meaningful.’
‘Take every opportunity to connect your organization’s efforts and outputs to the wider community.’
‘When things go wrong , resist the temptation to invent another rule.’
Source
Rob Goffee and Gareth Jones (2015). Why Should Anyone Work Here? What It Takes to Create an Authentic Organization
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