POLITICAL CORRECTNESS OR VIRTUOUSNESS
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Leave a comment on this guest post by Kim Cameron to become eligible for one of 20 complimentary copies of his new book, Positively Energizing Leadership: Virtuous Actions and Relationships That Create High Performance.
Deadline for eligibility is 08/07/2021. International winners will receive electronic versions.
If you had a choice, would you work in a culture focused on political correctness and conformity to a political ideology, or would you work in a culture characterized by virtuousness as the summum bonum?
Politically correct or virtuous:
In cultures focused on political correctness, taking offense and being on the lookout for transgressions are common.
Groups tend to be categorized as having superiority and privilege or as experiencing oppression and subordination. Conformity to an acceptable point of view is a dominating value. Negative energy predominates.
In cultures prioritizing virtuousness, people seek opportunities to contribute and to uplift and positively energize others.
Individuals’ motives tend toward the demonstration of compassion and charity, humility and gratitude, unconditional love and acceptance, and trustworthiness. The key objectives are to help each individual flourish and contribute unselfishly to the welfare of the whole.
Positively energizing leadership is grounded in virtuousness, or demonstrating the best of the human condition. Demonstrating virtuousness unleashes the inherent potential of all human beings toward positive, life-giving energy.
So, if a leader was charged with changing an organization from one mired in conflict, disaffection, disengagement, and accusations into one full of positive energy and spectacular performance, what would be the prescription?
Actions to build positive cultures:
- Give all employees gratitude journals.
- Assign employees to positively embarrass someone each day—that is, compliment a colleague in front of someone who cares.
- Create a gratitude wall or good news wall to record celebrations.
- Redefine mistakes as learning opportunities.
- Write letters to the families of employees, describing the contributions the employee makes to the organization.
- Use employees to mentor, coach, or teach others.
A statement, often attributed to John Quincy Adams, captures the essence of positively energizing leadership: “If your actions inspire others to dream more, learn more, do more, and become more, you are a [positively energizing] leader.”
Leave a comment below for an opportunity to win one of 20 copies of Kim’s new book.
Kim Cameron is professor of management and organizations at the Stephen M. Ross School of Business, co-founder of the Center for Positive Organizations, and professor of higher education in the School of Education, all at the University of Michigan. His book, Positively Energizing Leadership: Virtuous Actions and Relationships That Create High Performance (Berrett-Koehler Publishers), released August 2021.
Great discussion. Thank you!
Glad to see someone is taking this on. The habit of being offended/outraged is so counterproductive and tough to curb.
WOW!!! Talk about identifying the problem in our society at this time. Any and every action is something that someone will take offense to. Good to read that it doesn’t have to be that way. I hope we can get back to a more stable and cooperative approach.
I have recently written two small posts on the linkedIN which probably go well with the concept of leadership that you mention above: this is only possible when you live and lead from the soul.
We have to tap into this space; this inner space and our actions and reactions have to be aligned with the essence of who we are.
The problem is over time, we work on stimuli from outside. Leadership is about bringing the best in any interaction and this should be driven from a place of inspiration/insightfulness.
This is not about winning battles but about winning hearts while using all your senses, including your gut feel.
Great timing… can’t wait to try some of the actions!
Thank you for sharing. The world needs more people trying to lift each other up rather than looking for reasons to be mad or offended, especially during these times.
Finally, one of my meditation topics în day to day rutine. Thank you for clariffications.
Great post, I really feel we need more of this. The focus on what is wrong, is too much and energy draining. I would love to read more about this positively energizing leadership approach.
A wonderful book and timely as business cultures transform in a time of heightened political correctness.
Everything Kim writes is terrific. Not only enjoyable but useable. As I read this article, I thought, yes this is Kim. His generosity of spirit and willingness to share stands out. Might I also suggest an earlier work of his ‘Making the Impossible Possible’. One of the best books, I’ve read and it baffles me that it hasn’t become a blueprint for how do achieve. I’m going to use one of the ideas, from this article, tomorrow. I look forward to reading the book.
This book sounds great! It is spot on with what is going wrong in our society! We need to build up our people instead of focusing solely on what is wrong/doesn’t work.
Sending a letter to the family of a employee describing the ways the employee contributes to the organization is a fantastic idea. We employ a younger population as well as new grads – I can see this activity improving our culture.
Thank you for this post. It is appropriate for the debates in which we find ourselves lately. Thank you for reinforcing the importance of positivity and optimism.
Thank you for your daily advice that does nothing but positively influences new and experienced leaders alike. I walk away with something with every read.
I agree that treating everyone positively and lifting them up as the way any organization should operate, I also realize that without the “Politically correct” movement many of the inequities of the last century would never be addressed. I hope we can move back to center and treat everyone in the work place as individuals and left them up. I don’t think that would be possible in the environment of racial and gender bias many people lived through.
In the present state of heightened anxiety, antagonism, and relational distance we need a big dose of positive deviance! Thank you Kim for writing this and Dan for amplifying!
Thank you for sharing your ideas. I have implemented a few of the actions you stated and have been able to seem some positives come out of that.
Love your channel! Would highly appreciate a copy of this book to share with my leadership team. Keep up the good work 👍
Another example of leading by example. Leaders who go out of their way to model the “best of the human condition” generally will foster the same actions on the team. And with access to so many examples of “disaffection” in the world today, a little haven of positivity may be all your team needs to reach new heights. Thanks Dan and Kim for sharing.
Thank you for this post. I loved the quote from President Adams. It reminds me of Steven Covey’s definition of leadership: “Leadership is communicating to another person their worth and potential so clearly they are inspired to see it in themselves.” I believe this is best done through the positive approach to leadership you describe!
I agree with Kelly Lamp. The quote from the book struck me. “Groups tend to be categorized as having superiority and privilege or as experiencing oppression and subordination.” Ignoring the fact that some groups may actually have superiority and privilege and that others may actually experience uncomfortable oppression and subordination makes little sense to me. If the gratitude and appreciation accompany a shift away from empowerment of some groups at the expense of others, then I think we may be moving toward the center that Kelly mentions. To do the former without the latter seems like potentially sweeping significant issues under the rug.
These help build and maintain a strong foundation of trust, which then supports stronger more fulfilling relationships.
This post highlights my leadership signature of building trust, caring for others, and commitment to excellence (do right).Love the idea of letters to family members sharing the contributions of the employee. Thank you.
Yes, yes, and yes. These are the things I work towards as a young military leader. I am still learning how to effectively lead people, but these things I know: take care of people, be a truly caring person, and be positive and encouraging because that builds a positive and encouraging atmosphere. If I do these things, then I am well on my way to successful leadership. People want to work for someone who takes care of them. The old adage is true: take care of the people and the people will take care of the mission.
Actions to build a positive culture will energize families as well as organizations. As employees seek positive life balance, they will be encouraged to see how a habit of gratitude at the work place can also transform their after hours life. In addition, research has shown how gratitude has positive physiological effects on our health.
Thanks. Positivity can be present in difference of opinion. Rather than always being RIGHT, I see a need to shift to always LEARNING. In that we can find positivity.
Thank you for contributing this column! In a virtual world, helping teams celebrate and cultivate gratitude is becoming as important, if not one of the most important skills a leader has. Building a positive culture of gratitude, support, fun, honesty and transparency only enhances the bottom line. Approaching different views with curiosity and openness helps to enhance a positive culture as well. Teasing out the “clicks” or various sub groups can be difficult when we are not all in an office together. Approaching teams with curiosity and openness can build the bridges over political correctness and let people know their opinions or “politics”, while important to them, may or may not serve the team and the organization as a whole and differences are bound to spring up.
I whole heartedly agree with this concept and would love to read this book! Life (and work) is 10% what happens to you and 90% how you respond to it!
Thank you for contributing this column. It’s timely. This part resonated with me, “In cultures focused on political correctness, taking offense and being on the lookout for transgressions are common.
Groups tend to be categorized as having superiority and privilege or as experiencing oppression and subordination. Conformity to an acceptable point of view is a dominating value. Negative energy predominates.
In cultures prioritizing virtuousness, people seek opportunities to contribute and to uplift and positively energize others.”
In a virtual culture it is even more important than ever to cultivate positive, energizing environments and it is too easy for some to hide behind cameras that are turned off. Approaching different views with curiosity and openness goes a long way to establishing trust and positive environments. People feel heard, seen and understood and really, that’s the psychological crux of the human condition. See me. Hear me. Understand me. Thank you again!
Writing letters to the families of employees describing their accomplishments is one suggestion that stands out. I’ve spoken with family members about their son, daughter, grandson, granddaughter, etc., (typically when they are visiting and stopping in to see where their relative works), but have never written them. Something I shall do in the future.
I love those actions to build a positive culture. As a school leader I will implement those that I am not already doing. Thanks!
I feel like this is something that really needs to be discussed. Thank you for taking these steps toward pointing out the differences and the importance. This needs to be carried on in so many other places.
Great ideas – I never thought of writing a letter to the family of an employee – I know my mom would love to get a letter about me!
Thank you. I’m positive I can learn something to help turn our culture into something more virtuous. I’m excited about the potential for me to affect change.
I am so happy to see someone take this on. Such great ideas shared above. I am definitely not a “politically correct” supporter. I believe in leading with compassion and encouraging everyone to give their all. My team is a group of triage nurses and they are so supportive of each other and the patients we serve each and every day. I believe All men / women are created equal and we are to love in the same way we are created.
I choose; “Positively energizing leadership is grounded in virtuousness, or demonstrating the best of the human condition. Demonstrating virtuousness unleashes the inherent potential of all human beings toward positive, life-giving energy.” Political correctness is damaging, sole sucking, and downright negative in all its nature.
I like the idea of writing a letter to family or relatives about the contribution that is being made. It challenges to see a team member as part of a family/community, which adds perspective. I also sense that this adds responsibilty for the leader/myself, for how the team member is treated; there is a family involved that you connected with.
I my experience a ‘general’ thank you or recognition to the familty has been practised, I never saw a personal approach to this, which I think is a very good suggestion. Thanks for that perspective/idea.
I’ve believed for some time one attracts more bees with honey than vinegar. Kim’s article captures the essence of this principle.
This is a slightly different approach to the article. While the tips presented are a great starting point, without a deeper discussion into the true feelings of why resentments lives in your organization, forcing positivity only buries whatever resentment is already there. In order to get to a place of true virtuousness, hard, honest and open discussions need to be had, but with an open heart to truly understand where the resentment in superiority or dominance comes from.
Why does one group feel attacked when another feels privileged? Or why does one group feel another is privileged? Does that group understand how they are seen as privileged? Tough questions with no easy answers.
Again, the tips presented are great place to start the discussion. Its what happens next that will drive an organization or team to true virtuousness.
I love this shift from trying to catch someone flubbing up to actually motivating and uplifting others. Certainly what we need right now!!
Love the actions. Genuine positivity is sorely needed in today’s environment.
Great Topic at a Great time – if leaders can improve their own positive energy then they can increase positive relational energy in their organizations.
Important topic to tackle. The dialogue will be powerful.
I echo what so many have said. This is a great initiative in a time when it is so needed!
I will be sharing this with my superintendent. These are strategies to implement and build up a positive culture upon returning to the classrooms with COVID mandates still in place.
Really Good beginnings hope the endings follow suit. Identifying the issues is great, resolving them is the sticking poiint now days as no one tends to agree, or should say “willing to negotiate a common ground and work out to finish something”. The openness is what needs to grow and the closed doors need to open.
Quoting: “ In cultures prioritizing virtuousness, people seek opportunities to contribute and to uplift and positively energize others.” There will always be the few who are focused upon ego building or even worse, tearing down the efforts of those seeking to contribute. We must do two things: (1) Don’t let these negative, self-centered people impact our outlook and efforts to make a contribution. And (2) pay attention to those people, knowing that (in spite of themselves) they probably can contribute something to our growth and drive to contribute!
Virtue signaling by organizations has become so ubiquitous as to be cliche’. The popular culture has produced some groups of people who look for offense, find it everywhere, and then seek someone to blame and punish by actions that divide rather than unite. Positive leaders have always worked to build cultures where everyone feels valued and included for their knowledge, skills and abilities that help move the organization forward. I certainly did. There is no satisfying the chronically offended. Leaders need to do these positive, energizing things, but groveling and trying to appease for every perceived offense is a never-ending fools’ errand.
I felt these thoughts in my heart, but my head was having trouble vocalizing it! Valuing diversity is a good thing. Weaponizing it by “choosing sides” is another. Focusing on the common ground of virtues is the foundation for trust, influence, and inclusion. Thank you for sharing!
Great insights, Kim! Myopic viewpoints masquerading as political correctness simply reverse the seeming bias to the opposite extreme.
How can we emphasize the positive while acknowledging real pain and past wrongs? Seems like the virtuous path is the only way to get there.
I love the idea of a “gratitude wall”. I’m going to repurpose our whiteboard wall used to report boring statistics and it will become our Gratitude Wall when we get back to the office!
Love the idea of writing letters to families of employees. Looking forward to reading the book!
Although I have very strong political beliefs and issues I am passionate about, I don’t believe in only surrounding myself with like minded folks. We learn best from each other and I would take positivity and supporting one another to move everyone forward over my personal beliefs any day. As Heather McGhee writes it’s the strength of the Sum of Us that allows us to prosper together. Thank you for this article Mr. Cameron. I look forward to reading your book!
Wow, this is on point for me, considering I work for a very politically-driven national public office. As a mid-level supervisor, I strive to raise the bar for my team by being positive and encouraging and helpful. I simply want my folks to succeed – whatever that means to each one of them. It’s very hard for some of the oldtimers to appreciate that everything we do doesn’t have to be focused on what those at the top want and demand. I believe political correctness stifles creativity, even to the point of people avoiding general everyday kindness to others. I want to raise our bar from “this is how our culture has always been” to “this is the new culture of excellence: kindness, compassion, trust, inclusion, and creativity.” All while robustly serving the public and adhering to the oath we took when we came on board.
Love the concept and acting from a perspective of helping others flourish, regardless of demographics. And this will often entail having difficult and uncomfortable conversations. I want you to succeed, not I want to win this argument and have you come around to my point of view. Great and timely topic!
Great post and perfect timing!
Good discussion, much needed & very timely.
Yes! Building on the positive and solid actions of your staff is so much more productive. Would love to read more!
I find myself constantly encouraging students and teachers to show and share compassion for their classmates and peers, regardless of personal agendas and political views. I love reading about this content!!!
Much needed message during these rough times.
This could not have come at a better time! With schools coming back to in person teaching we’re looking for ways to continue the positive changes that have occurred during the pandemic. The gratitude wall is a great new beginning. Thanks for the tips.
Thanks for sharing, those are great points. This book sounds great!
I believe this is an important work in these times. Staying appropriate and positive is a critical behavioral, skill set in these times.
Thanks for sharing
It often surprises me how small things often really do disarm the potential big things.
I would like to read more.
Great topic! It sounds like a prescription for the best of servant leadership!
I just returned to my desk coming from a meeting with a supervisor who described the negative culture of one group of employees and I said let me do some research on this topic and get some ideas. Thanks for some great ideas.
Great list of actions to promote positive cultures.
We need to promote the actions we want. It’s ok to have a “good job recognition” program where employees can send each other good job/thank you notes that cc an employee’s supervisor. I see many teams celebrating the recognition from the receiver perspective, but not celebrating the givers of recognition. Getting one of these notes is a reward in itself. If we want people to thank and recognize each other more then we need to celebrate the giving of it.
As for the “political correctness” discussion. I enjoy that one due to confirmation bias. lol
I’ve heard something similar years ago, but instead of calling out “PC” the topic was “professionalism” and how it gets in the way of real results.
As mentioned in the videos, the DE&I aspects of it are all super important, and learning how to identify and manage our bias is the key.
Sometimes the manners we go about getting there (i.e. the new red tape we put up) can get in the way.
I feel like the goal isn’t just about being PC, it is to be PC in as VISIBLE a way as possible.
Instead of being the silent hero who is always doing PC things, some companies are now spending time and money on making sure they look like and are being seen doing PC types of things.
We all can say we support a cause.
But how many of us actually do supportive things for that cause?
Virtue ethics making a comeback – yay!
This is a great topic! It reminded me of a pleasant experience that I had in a “former life.” One of my former departments had a “passion pitch” every month in which two team members were paired up and could present a 10-15 minute presentation on any subject they chose – professional or personal. One of the pairs had presented on gratitude and joy and gave each fellow team member a “Joy Jar” for dropping positive notes throughout the year. At the end of the year, or if you had a particularly challenging time, you could take out all of the notes that people had left you and read them for a needed uplift.
Great topic and right on time, due to the COVID restrictions and many of us being separated due to teleworking our office been dealing with retirement of key personnel and developing a new team. Positive reinforcing compliments are needed and welcomed for my team members whom have lost loved ones, experienced health and financial stress. I will be implementing many of the “actions to build positive culture” in my office. Thank you for the great leadership insights and tools.
Excellent! And a good balance to current trends. Copernicus was politically incorrect as were many famous and positively influential people throughout history. We should never go back to those days and that way of thinking. Of particular concern is the use of PC and “safe environments” to shut down important discourse in our universities and other educational institutions. If this continues we rune the risk of creating a new dark age. Keep up the great work and thank you.
Thank you for this post. I think it’s something we all know but somehow need to be reminded of. Several of your suggestions are ones I plan to immediately put into practice. Again.
Very well said and so desperately needed in our society. Lifting up with acceptance rather than looking for every fault within others could rectify so many wrongs.
Gratitude and Positive Reinforcement are the greatest tools in a supervisors bag of tricks. I love the idea of a “Gratitude Board” that my team can utilize to uplift and engage each other. As soon as I read that the first thing I started thinking about is where I can put it!
I worry about using terms like ‘political correctness’; one person’s political correctness is another person’s excuse. The real value of this blog post was the emphasis on positivity, gratitude, and acceptance. Let’s not hide behind jargon like ‘political correctness’ when we need to see each other as partners in our collective work.
Great topic and very interesting discussion. If political leaders think and act as such many of the inequalities in society can be addressed and many issues resolved without conflict and deep divisions within the country.
East Asian political leaders need to read this and lead in such a manner to create a more inclusive for all the groups of people not just their followers and the select few.
Leaders most important role is to shape the culture of its organization. Nothing else can have a greater affect on every individual at the site which changes the way individuals interact and learn.
I love the idea of a Gratitude Board! We have had many changes in our organization lately which has left people in a state of uncertainty about where things are headed. This would be a great way to bring it back to the positives.
An interesting topic!
Positive cultures can be built by setting good examples by top leaders. Right recognition and rewards, appreciation in front of the department staff, providing opportunities for the staff to prove their abilities and keeping faith & providing freedom can go a long way in fostering productibity at the work place.
Last but not the least, encouraging the staff and creating the right work environment for people to perform and excel will have the lasting impact to spread the joy of working in the organization intetest.
Absolutely love the actions that build positive cultures! Excited to start implementing them! Thank you.
Excellent suggestions to build positive cultures. I tend to try and incorporate something positive in nearly every email response. Hopefully, this helps my team take this same affirmative approach in their communication with their peers.
Love the suggestion to use employees to mentor, coach, or teach others. This is something my organization has embraced, by encouraging peer facilitators in many of our core competency courses and by building out robust mentoring programs for both new hires and experienced associates and “advertising” the programs so that people know about them and actually use them. Very positive results, as it gives the mentors and peer facilitators an opportunity to grow/practice some of their own skills while imparting their knowledge upon less experienced associates. It’s been one of the biggest, most positive drivers to our department culture
This is so true, seems almost obvious that the Political Correctness Culture has ruined “work” for all of us. Of course treating others badly is unacceptable, but I like to think that these isolated incidents can be handled by management and HR. It makes it even harder to show up to work every day when you have to worry about walking into a “speed trap”! The Virtuous Culture is what we all want anyway. Most of us treat others with respect and want the entire group or business to succeed. Frankly, I am offended by people who are offended by everything! It’s an excuse for attention or to gain something for themselves.
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Establishing a Job Shadowing/Mentoring program can be so energizing and uplifting as long as the established staff have the desire to foster a more positive work environment. Keeping GREAT staff and engaging people in developing and growing the culture you want are so important in the caregiving field.
Good words and right encouragement for handling “bad eggs.” I appreciated the encouragement to address bad eggs and the numbers behind it.
Always having others’ best interests in mind when approaching an energy drainer sure seems like effective armor.
I appreciated the tips on dealing with someone who is a bad egg. Learning emotional intelligence is a key part of helping teammates to be more understanding of each others points of view and showing empathy. For example, someone’s negative words or behavior might be caused by an underlying life situation. In an office setting you can’t necessarily deal with or discuss the life situation, but I like the suggestion that you can suggest alternative behaviors. Thanks for the knowledge!
Amen! I greatly appreciate these insights! Love the identified differentiation of motive between virtuousness and political correctness. Thanks Dan and Kim!
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Definitely not the PC Organisation for me.
Great distinction between the 2 thanks
Love the gratitude wall
Let’s bring an end to the outrage culture! Kim, Dan, I’m going to write a letter to your families! Thank you for this guidance on turning to the positive. I get my motto from Earth, Wind and Fire: Turn It Into Something Good!
I really agree with the thought that creating a culture of positivity has a significant impact on the effectiveness of an organization. While it’s true that inadequate performance needs to be recognized and dealt with, it is even more true that mistakes should be seen as learning opportunities. I’d love to have a copy of the book to learn and share more with my team!
My work culture could use this positivity.
Googled Leadership books. Over 10 pages of suggestions. With so many available, there is plenty of help! It’s just a matter of selecting which one to add to your reading list. Dan does a great job sharing just the right one at the right time for me. I look forward to checking this one out.
I love these ideas! The gratitude wall will be going up in our office next week! Thank you for all of these ideas.
Leave space at the beginning of each town hall or departmental meeting for sharing the names or a story of those receiving appreciation or getting a gratitude award from their colleague, manager or customer. Highlight and share the attributes that earned that recognition, such as willingness, integrity, follow through. In an era where external customer survey feedback is king, why don’t we give room internally to do the same and honor the art of how our teammates are getting things done?
Our school is a Positive Discipline lab school and part of the practice is to share compliments and appreciations. There is something magical about adults modeling the behaviors for children and a school culture that permeates the home. “In cultures prioritizing virtuousness, people seek opportunities to contribute and to uplift and positively energize others.” This is as contagious as the opposite, and oh, so much better!
This concept of virtuousness in business was shared during my Bachelor program by watching “Positive Leadership: Strategies for Extraordinary Performance” with Kim Cameron (Talks at Google). I love to watch Kim talk because of the engaging nature of presentation but also because of the subject matter and value for all layers of an organization. Political correctness is “not open” because of a lack of room to learn and grow from our interactions, but if we operate from a virtuous center we have an openness to learn about each other. I believe transformative leadership is key and virtuousness is a big part of the equation, we find success when we are helping others find their success.
Thank you for the great questions, that was insightful; and thank you for positivity of this blog, it is inspiring.
So enjoyed listening to your discussion. Always love the word flourish!
Excellent discussion. Thank you
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Political correctness is often confused with diplomacy, but it hides a deception. I rather be in a tough environment where you know the ground you stand on rather than in a hypocritical one.
Thank you for the discussion. I appreciated the point about the trend to force conformity, which will take away our uniqueness and originality.
Political correctness is something we don’t talk about often enough. It was refreshing to hear Kim‘s thoughts.
I love this! We need more positive energy at work and as a culture. I appreciated the refreshing reminder that inspiring our coworkers to be the best they can be, instead of competing against them, is vital to a positive work place.
I can’t wait to read the book!
Great tips . Very heartful and sincere actions which connect directly with people and show gratitude and care . There is nothing else more powerful .
Thank you for this insightful piece. Like anything else, one size does not fit all. I have tried many of these and saw it work with some professionals but not for others. Especially during the pandemic some staff are so negative and are having a hard time even during staff meetings. We are not working under normal conditions and I think we need new ways to approach these situations and approach them collectively. Still in the process of figuring that out…
In 2012, I “went back to school” to get my BA in Organizational Leadership, primarily because I was working in a hostile and very politically charged environment, where the “good ol’ boys” were protected, as well as administrators who had been “placed” in roles they weren’t qualified to hold, based on favors they had done. (That’s not an assumption, it’s factual information.) I thought I could change the world, and had a great following, building momentum, changing morale weekly. The designers of the program curriculum (who wrote one of the program’s primary textbooks) were a psychologist, a Business Management guru. The program was only about 10 years old. I learned the hard way that “dyed-in-the-wool” good ol’ boys have no desire to change the company culture because their fat-wallet incomes are protected, and they don’t care about anything else. So…
It’s REFRESHING to witness the gradual changes, companies that appreciate the virtues of doing things RIGHT; of ethics and propriety, morals, and eliminating bias! Thanks for this opportunity to “tune in” to your mindset! Best wishes everyone!
This is an insightful and practical post. Being part of a pastoral team leadership I could already see how some of these takeaways might benefit our team. Thanks!