Today I was speaking with a good friend and we were both commenting on how we would like to play the guitar better - like a real virtuoso. A thought came to my mind, "You will never be that good unless you put in the practice and have a skilled mentor to train you."
How many Corporate Executives say the same thing regarding their companies - that their company will be a real virtuoso in its field? Here are some examples:
Coca Cola's Vision Statement:
To achieve sustainable growth, we have established a vision with clear goals.
Profit: Maximizing return to shareowners while being mindful of our overall responsibilities.
People: Being a great place to work where people are inspired to be the best they can be.
Portfolio: Bringing to the world a portfolio of beverage brands that anticipate and satisfy peoples' desires and needs.
Partners: Nurturing a winning network of partners and building mutual loyalty.
Planet: Being a responsible global citizen that makes a difference.
GM's Vision Statement
"GM’s vision is to be the world leader in transportation products and related services. We will earn our customers’ enthusiasm through continuous improvement driven by the integrity, teamwork, and innovation of GM people."
Your company probably has something similar to this - "To be the Market Leader..." These vision statements are great but if you don't put anything into them, you will be just like my friend and I with our vision to play the guitar like a virtuoso - or rather, you will be just like GM - on the verge of bankruptcy.
The people at your organization are the key to its very success. You may have great workflow software, an incredible vision, lots of money and even casual Fridays, but if you don't have a culture that puts your people first and helps them to truly succeed, they won't put you first either. If you don't add the value to their careers and their very selves as human beings, you cannot expect them to deliver everything they have to you. They may give you some good work, but they won't give you what only they can. They won't give you their all, their passion, their love for their work and therefore the best they have to give. You can't take their best, it can only be given.
Try to take it, and you will fail. Truly serve them and you won't even need to ask for their commitment and their best - you will already have it. It was the Master who said, "For with what measure ye meet it shall be meted unto you again, packed down and overflowing." Give all you have to them, and let them know you are sincere and you will see it come back 100 fold.
1 comment:
I think in principle and theory you are correct. I would just add one other idea to this.
If you have a workforce full of people who dwell on their "entitlement," which normally is created in a union setting, workers will probably never be satisfied with the compensation or work conditions given them. If they are becoming happy, union leaders might feel compelled to stir up a little dissatisfaction. You know, "Wow, let's see if we can milk this cow a little more." Maybe I'm being unfair to unions, I don't know. I just see them as entitlement movements and little else.
Even in companies without unionized workforces, you can still have a group of workers that feel entitled. That would cause similar problems.
Companies really should seek out people who a)have demonstrated their work ethic through achievement, and b)demonstrate gratitude and humility. Gratitude and humility can be faked in the interview perhaps, but that is what the first 90 days are for, or the first year. The company should look for those qualities and if they are substantially lacking, they should get rid of those employees.
When you combine grateful employees with a company that treats them right, then you have the mixture to do great things. There isn't much you can do with entitlement employees. Watching GM go down the toilet is proof of that.
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