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If you are a James Bond fan you will be familiar with the character of Q. A
geeky individual who comes up with some very clever stuff that helps Bond
maintain his edge. Well, at Complete Coherence we are lucky enough to
have our very own Q, or O as well call him (his name is Orowa Sikder).
Having an O is an invaluable asset in any company especially when youre
using science to facilitate human development. O is one of the most brilliant
people I have come across. O was crunching numbers the other day on our
Leadership Values Profile (LVP), one of our developmental assessments built
to measure the sophistication of an individuals values. Weve done a few
thousand now which means that O has a lot of data to work with.
One thing the LVP can reveal is how different your values may be in your
personal life compared to your values at work. O noticed a pattern that he
brought to our attention. Specifically, the values of individuals in an
organization often tend toward an organisational norm. In contrast the value
systems the same individuals operate from at home are much more diverse.
This suggests that many organisations are either creating a monoculture or
that many people do not bring all of their uniqueness to work.
This may not be that surprising. After all, we know that our values are
predominantly forged by our circumstances and inner development. But it
does spark a couple of questions:
Ive served on three executive boards in my career and if I look back on the
most challenging times, I am sure that if I had had a better understanding of
everyone on that board, we would have been much more effective.
When youre dealing with a group of senior executives, by the very nature of
where theyve got to, they are all pretty strong characters. That is great, but
without an understanding of their value system, you can come up against all
sorts of challenges. As a HR director one of the key parts of the role, on each
of the boards, was to ensure the effectiveness of the executive team.
I remember one, more recent, occasion when I was trying to get a particular
point across to another senior colleague and for some reason I just couldnt
get him to understand; I felt as if I were speaking to him in a foreign
language. I simply couldnt help him understand my point. I looked up their
LVP and realised they were an extreme example of a particular value system
which, by way of short-hand, we call uber orange. The different levels of
value system evolution, within the LVP, are designated different colours.
Orange represents someone who understands the world from a commercial
perspective and would want things explained in that way. Once Id
understood their perspective, I changed the language I was using to get my
point across. I didnt change the message, but just changing the language
made the difference and we were suddenly on the same page. That
experience was really powerful.
If Id had the LVP in my leadership toolkit when I first started out, it would
have made my working life a lot easier!
Synopsis
Companies need people who can think high quality thoughts on a consistent
basis. They need innovators, who are able to generate great ideas, spot
opportunities and define the things that provide a competitive advantage.
The way we really get ahead and stay ahead is to become smarter than
everyone else. And that starts with physiology.
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