What Is The Access To Calling Forth The Best From Your People and Cultivating Authentic Customer Loyalty?

In the realm of business, first and foremost, I show up (for myself) and travel as a philosopher-strategist. One of the central concerns in philosophy used to be ethics: how to live well in this world with others. This has not been the case for quite some time and may account, to a large degree, to the way the world is and is not. One of the central pillars of strategy is focus: bringing to bear all your resources to the key leverage points at the right time/s.

Looking through the ethical and strategic lenses, I have been grappling with the question of performance and loyalty: what calls forth the best from the people who work in your business and what is he access to authentic customer loyalty? The kind without bribery, without the gimmicks. In my search I came across a wonderful book. Today, I wish to share with you certain passages that speak to me and may provide an answer to the question that I have posed here (bolding is my work):

Liberation Ethics

When people work in conditions of perceived unfairness and unkindness, they fall into a self protective mode. Like turtles, they crawl into their shells and hide. They’re not motivated to take positive risks, to dig deep inside to discover all their talents and bring those talents to bear in creative ways on the challenges of the corporate business. Their emotions are tinged by fear and resentment, and these negative feelings block the flow of positive emotional energy the could be putting to work in their daily activities…..

employees who feel honourably treated are most likely to pass on that honour and respect in their dealings with customers, potential customers, and vendors. Those who feel badly treated will quite often pass on some of that treatment as well to those outside the company with whom they have contact. And this can become a flash point for whether business is gained or retained. Most people find it difficult over the long run to buy even good products from bad or discourteous people. 

Relationships Rule The World

In the course of my life so far, I have become totally loyal to any number of businesses ….. because I felt well treated in each of these places, welcomed, honoured, and respected. Friendliness, kindness, genuine concern, that little extra touch, going beyond the call of duty – these are all exemplifications of basic goodness, applications of the moral dimension that often bring with them the result of loyal relationships and greater business success…

Tom Morris, If Aristotle Ran General Motors

Go ahead and develop a strategy, change the organisation structure, redesign processes, and implement the latest Customer Experience technologies.  And it occurs to me that if you don’t talk about, grapple with, and address the questions of liberation and basic goodness as exemplified by friendliness, kindness, fairness and genuine concern for the people in your business (those who work ‘within’ it), the people served by your organisation (customers), and the people impacted by your organisation (community, vendors, partners..) then you are unlikely to ever build a solid foundation that allows you to call forth the greatness of your people and cultivate enduring authentic relationships with your customers.

I know that this is a BIG ask. Sit in on counselling sessions and you will learn that almost every single one of us resists acknowledging, understanding, and dealing with that which really matters. We will do just about anything and everything except that which really matters: how we show up and travel in the world and in particular who we relate to and treat our fellow human beings including those closest to us.  And some folks do the difficult work and by so doing the live lives and make an impact in the lives of others that is uncommon.

I wish you a great day, thanks for listening. I welcome your thoughts, your experience on that which I have shared here today.

 

Leadership: What Is The Access To Generating Breakthroughs In Effectiveness-Performance?

Some work environments are characterised by that which is called psychological safety:  a shared belief, by the people who work in the environment, that it is safe to experiment, to give voice to one’s voice, to take risks.

A Thought Experiment On Psychological Safety and Performance

A researcher is researching the link between psychological safety and the number of medication errors made in hospitals.  She studies eight hospital units and finds that the hospital units characterised by psychological safety have the highest medication error rates.  She reports these ‘findings’ to you.

Imagine that you are the manager responsible for reducing the number of medication errors in these hospital units.  How will you determine what course of action you will take given what the researcher has ‘found’?  Will your action not be determined by how you make sense of the phenomena at hand: the higher the reported psychological safety the higher the reported medication errors?

Given your management training, you say something like this to yourself: “No surprise here. Where you create an environment for people to make mistakes without fear of punishment, people make more mistakes!”

Given this ‘explanation’ what will be your course of action?  Isn’t the course of action shaped, even dictated, by your explanation?  Will you not reduce the psychological safety?  Of course you will.  You will put fear into the hospital units characterised by psychological safety. Imagine you take that course. You track medication errors by person and hospital unit. You name-shame by putting together and making visible a ‘leaderboard’ of those making the most errors. And apply sanctions to those who exceed a certain error rate.

What turns out to be the impact?  You find that after a little while there is significant drop in the number of medication errors that end up on your weekly management report.  You congratulate yourself: you figured out what was going on, you acted, and you generated your desired outcome.

Let’s Reconsider The Phenomena AND The Explanation

Whilst you, the manager, have been ripping out psychological safety and replacing it by fear, the researcher has been doing some more digging.  She had a brain wave and decided to look at independent data.

By looking at this data, she ‘found’:

  • The psychologically safe hospital units did not make more medication errors. In fact, the data showed that the higher the psychological safety within a hospital unit, the fewer the medication errors made by the people in that unit.
  • The folks working within units lacking psychological safety  hid their medication errors, out of fear of punishment.  And as  a result no learning took place regarding the causes of medication errors and thus no reduction in medication errors.

With this phenomena-explanation (the explanation and the phenomena have been merged into one here) what course of action do you the manager take?  Isn’t the sound course of action dictated by the phenomena-explanation?  Isn’t the sound course of action to increase psychological safety in those hospital units (under your management) where fear of retribution-punishment pervades?

Your Actions Are Shaped By The ‘Story You Construct’ To Explain The Phenomena

I draw your attention to the fact that action is the access to influencing the world and generating change-outcomes: only actions cause-shape outcomes.  If you think otherwise then don’t breathe and see what shows up!

Notice that your actions are NEVER given by the phenomena itself. That which is, simply is. And is discarded by most of us if we cannot make sense of it.  Why? If we cannot make sense of it then we cannot orient ourselves in relation to that which is: the phenomena.

Further, notice that your actions are ALWAYS given by the ‘story you make’, the explanation you construct, about the phenomena.

What does this mean?  It means that all the power-possibility lies in the ‘story you make’, the explanation you construct.  Why? Your actions are influenced-shaped, even dictated, by the explanation you construct.

What Is The Access To Generating Breakthroughs In Effectiveness-Performance? 

The access to generating breakthroughs in effectiveness-performance lies in the domain of explanation: the ‘story that we construct’ around the phenomena at hand.

If we are to construct more insightful stories/explanations (on the phenomena that concern us) then we have to escape the pull of the existing ‘net of understanding’ – the paradigm that gives us being and from which we operate. Listen to Ralph Waldo Emerson:

Every nation and every man instantly surround themselves with a material apparatus which exactly corresponds to … their state of thought. Observe how every truth and every error, each a thought of some man’s mind, clothes itself with societies, houses, cities, language, ceremonies, newspapers. Observe the ideas of the present day ….. see how timber, brick, lime and stone have flown into convenient shape, obedient to the master idea reigning in the minds of many persons ….. It follows, of course, that the least enlargement of ideas …. would cause the most striking changes of external things.

I say that the job of leaders is to generate that ‘least enlargement of ideas’ that Ralph Waldo Emerson is talking about. That is to say make a shift in the dominant paradigm that shapes organisational sense making of phenomena. And thus shapes-dictates their courses of action.

If you are lamenting the state of the Customer Experience like Colin Shaw is then it is worth listening to the following words by Donella H. Meadows:

There are no cheap tickets to mastery. You have to work hard at it, whether that means rigorously analysing a system or rigorously casting off your own paradigms and throwing yourself into the humility of not knowing….

The reason that organisations have not made a success of Customer Experience. And are in the process of killing it, is that the Tops in these organisations have not made the requisite ‘least enlargement of ideas The have not put aside their existing ‘net of understanding’ and so are go about the new in the same old way. Thus, I say that many, if not almost all, Customer Experience initiatives start stillborn.

To conclude: the challenge of leadership is to cast off the already existing ‘net of understanding’ and thus creating a space from which to construct more insightful stories-explanations of phenomena. And thus opening up new courses of action. Course of action that carry risk and also the promise of breakthroughs in effectiveness-performance.  

If you found this ‘conversation’ one that resonates with you then I invite you to watch the following video:

 

 

Leadership / Performance: Are You Committed To Something Bigger Than Yourself?

Is There Anything Bigger Than The Maximisation Of Shareholder Value?

According to Roger Martin, the third most influential business thinker in the world according to Thinkers50, the shareholder value maximisation revolution was triggered in 1976 by Michael Jensen and William Meckling.  How? These economists published, what has turned out as the most cited article ever:  “Theory of the Firm: Managerial Behaviour, Agency Costs and Ownership Structure”.

In this article, Jensen and Meckling argued that the professional managers (running businesses) were looking after their interests at the expense of the shareholders.  Thus began the  shareholder maximisation movement that has since then taken over the business world. And in so doing, all other stakeholders (customers, employees, suppliers, partners, society at large ..) have been viewed-treated as mere resources and/or means of creating-maximising shareholder value.

Are You Committed To Something Bigger Than Yourself? 

What does Michael Jensen say on the matter today?  Let’s listen:

“I have a bad rep on this kind of thing. Because people think that all I want companies to do is to maximise the value of the stock. First of all that is false, it’s not what I ever said. But I guarantee you if you are talking about maximising the right value, which is the total value of the firm, if that is all you’re doing you won’t maximise value! 

You’ve got to be committed, the company has to be, the firm has to be, committed to something bigger than itself. That will light people up. And cause them to be attracted to your organisation. Passionate about it! They’ll find something in what you’re committed to, the company is committed to, that satisfies them, lights them up and excites them. And that’s a HUGE missing component of what’s going on out there in the world ….”

– Michael C. Jensen talking on leadership at the Simon School (talk published on Mar 17, 2014)

If you are interested in listening to Michael Jensen and Werner Erhard share their ontological-phenomenological model of leadership at the Simon School then here is the associated YouTube video:

Is It Unrealistic To Demand-Expect Integrity From Human Systems?

Does The Concept Of Integrity Apply Only To Non-Human Systems?

This post continues the conversation (blog and comments) that started with the following blog post: Revisiting Integrity: Why Do All Human Systems Lack Integrity?

To summarise, I say that integrity in the sense  of whole and complete (unity between word and action, between the ‘parts’ and the whole) is essential to workability and performance of all systems including human systems.  If you want to get a sufficient understanding of Integrity as I am speaking it then it is essential to read this post: Integrity, Leadership, Communication and Performance – The Most valuable Post You Will Read This Year?

Max J. Pucher disagrees. He says that ‘whole-complete’ is an idealistic interpretation and does not apply to human systems:

“Maz, I propose that it is not allowable to use a physical system concept of integrity (whole-complete) for human systems. Physical systems such as a car have a well-defined function/output and therefore integrity is defined to perform as designed. Human systems have no such function and the output is purely based in individual perception. Therefore ‘whole-complete’ is an idealistic interpretation from a single human perspective and will most likely not agree with many others….”

As I promised Max, I have been thinking about his assertion. And now I share with you what showed up for me.  I find that Max’s view is commonplace, I came across it just today.  And I find myself in disagreement.  Allow me to share with you that which shows up for me as I get to grips with the coal face of human existence.

What Does The World Of Aviation Disclose Regarding The Integrity of Human Systems?

Let’s consider NASA’s shuttle program.  Yes, this program involves amazing technology-equipment. Who produces this technology? Who configures it? Who works it?  Who addresses issues with it?  Human beings.  OK, the equipment is ready, in place.  Is that all it takes to take a number of human beings, put them in space, keep them there, and then bring them safely back home?  No!  It requires a large number of people, in different roles, of different temperaments, of different genders, of different ages to work together as one.  What do I mean by one?  I mean integrity as in being ‘whole-complete’ at the level of the system they constitute. Which is why there has only been one disaster to date.

Why did this disaster occur?  Because the integrity (wholeness-completeness) of the system was compromised.  Some ‘parts’  (people) did know of the issue and the associated risk.  Some ‘parts’  (people) escalated the known issue. Other powerful-dominating ‘parts’ of the system choose to ignore the voices-concerns of these ‘parts’. And, they also choose not to care for the needs of other ‘parts’ (astronauts) to return safely to Earth.

This is my point. Where there has been a focus and commitment to integrity (wholeness-completeness of the system) the shuttles have launched and returned safely.  When integrity was sacrificed, disaster struck, the astronauts died.

Now consider the world of air travel.  Don’t the passengers count on the integrity of the system?  Don’t they count on people to make sure that the airplanes are safe to fly?  Don’t they count on people to ensure that the airplanes have the right fuel – type and quantity? Don’t they count on the pilots to be competent and fit to fly the plane? Now look behind the scenes, what else has to be in place?  How about the air traffic controllers – on both sides of the trip? You get the idea: all of these ‘parts’ have to work together for air travel to exist as it does. And the system works. It is rare for the system not to work, for a crash to occur. And when it does, an investigation occurs, lessons are learned, sanctions applied where necessary, new operating policies and practices put in place.

Notice, that the pilot of an airliner that crashed and killed passengers would not get away with pleading “Your honour, I am only a human being. You can’t expect me to follow the rules, each and every flight, regarding how much I drink before boarding the plane and taking the helm.”  No, if he was found guilt of breaking the rules, he would go to jail.   Notice, no party that is essential to the game of ‘safe air travel’ would get away with shirking its role and responsibility. Why?  It is simply not acceptable to compromise the integrity of the system.  And if there are ‘flaws’ in human beings, in themselves, then the designers of the system are charged with coming up with the means to address the ‘flaws’ through checklists, equipment, technology….

Why Does The Lack Of Integrity In Human Systems Persist?

Werner Erhard et al assert that this lack of integrity exists because we do not get the impact of the loss of integrity on the workability and performance of a system.  And I find myself to be in agreement.

Werner Erhard et al assert that this lack of integrity exists because we misunderstand integrity. We make integrity to be ALL about morality: right and wrong according to the moral norms of the group/s we find ourselves living amongst.  And in so doing, we are not present to integrity as the fundamental basis of workability and performance: integrity as a state/condition of a system – state of being whole-complete, a unity. I find myself in agreement.

It occurs to me that there is an even bigger-deeper, more fundamental, cause for this lack of integrity in human systems.  What is this cause?  Max provides a clue when he says it is not allowable to use the concept of integrity (as the condition of wholeness-completeness) for human systems. It occurs to me that when it comes to integrity and human systems, we accept and are comfortable with defeat before we even start.  What do I mean?  Allow me to share an extract from another blog post ‘The Myth of Scarcity: That’s Just The Way It Is’:

“That’s just the way it is is just another myth, but it’s probably the one with the most grip, because you can always make a case for it. When something has always been a certain way,  and traditions, assumptions, or habits make it resistant to change then it seems logical …. that the way it is is the way it will stay. This is when the blindness, the numbness, the trance, and, underneath it all, the resignation of scarcity sets in. Resignation makes us feel hopeless, helpless, and cynical. Resignation also keeps us in line…….

That’s just the way it is justifies the greed, the prejudice and inaction that scarcity fosters in our relationship with money and the rest of the human race…”

– Lynne Twist

What Does It Take To Call Forth Integrity From Human Systems?

If we are the ones that defeat ourselves when it comes to calling forth integrity from human systems, then the answer to this question lies in us: specifically, in our collective way of being/showing-up in the world.  Let’s listen to the wise words of Lynne Twist once more:

We have to be willing to let go of that’s just the way it is, even if just for a moment, to consider the possibility that there isn’t away it is or a way it isn’t. There’s the way we choose to act and what we choose to make or our circumstance.”

– Lynne Twist

Consider air travel. Would there be any air travel if all of us had simply accepted that man is not meant to fly on the basis that if he was meant to fly then he would have been given wings.  Everything starts with one or more of us being called forth and stepping into a possibility.  The possibility of integrity in human systems is a real one.  Will you and I embrace and embody that possibility?  Will your team embrace-embody that possibility?  Will your organisation embrace-embody that possibility?

Why Pay Any Attention To The Integrity of Systems: Human, Mechanical and Hybrid?

I invite you to consider that your customers are painfully aware of where your organisation is not in a state of integrity. Why? Because customers experience the effects of this lack of integrity: promises made in marketing-sales but not kept by the product itself; being passed around from one person to another, one team to another, and having to go through the same dance all over again; promises made by one part of the organisation and not honoured by the others part/s…. I say that if you want to play the joined up game of Customer Experience then you have to work on the integrity of the ‘system’ – the whole organisation including all the key partners whose performance impacts the end customer and shapes her experience.

Finally, I invite you to not kid yourself. You cannot claim to be 90% pregnant and get away with it. Why not? Because you either are pregnant or you are not pregnant.  The same is the case for integrity: either the system in question (e.g. the organisation) is in a state of integrity or it is not.

Revisiting Integrity: Why Do All Human Systems Lack Integrity?

Setting the context for this conversation

In an earlier post, I wrote:

When you take a look at the system that generates outcomes you will find that all human systems lack integrity; at the level of the person, the family, the organisation, the community, the nation and even the world what there is is the lack of integrity.

James Lawther upon reading the post commented:

Sorry Maz, I don’t understand. Why do all human systems lack integrity?

In this post, I honour the promise I made: to think on the matter and share that which has showed up for me. Before we start I am compelled to warn you that this is a long conversation and you will only get value out of it if you really are interested in grappling with the question of integrity.  Let’s start.

First, let’s be clear on ‘integrity’

In order to speak about and grapple with the phenomena of integrity it is essential to be clear on what it is that I am pointing at when I speak ‘integrity’. When I speak ‘integrity’ I am not talking about ‘integrity as morality’: the quality of being honest and having strong moral principles/practices.  So what is this conversation about?

It is about integrity as the condition/state of being whole, complete, cohesive, unified’. Let’s be clear on this:

  • If I promise ‘To come over to your house and smash your car with sledgehammer” and I turn up at your house and do exactly that then  my actions are in a state of integrity with my words;
  • If you gathered together all the parts that constitute a car and throw them together without ensuring that they interconnect with one another and are in tune with one another then the car is not in a state of integrity – it may work yet it is highly unlikely that the car will generate high performance, it is highly likely that it will fail far short of the ‘ultimate driving machine’.

Second, let’s consider the phenomena

Now look into your lived experience devoid of theory-opinion-dogma and ask yourself if the individual human being shows up as being in a state of integrity?  What about the family – is there a state of integrity operative at the level of family?  The organisation – is there a state of integrity operative here? The community? The nation?

Is there a state of wholeness-completeness at the level of the individual human being? Sure? Ask yourself if the values you profess are the values that you embody-live?  What about the family, is there wholeness there?  Ask yourself how many families work well? In how many families is there respect, consideration, love and communication?  How many families are happy families?  At the organisational level ask yourself how well management and the workers work together?  How about the interplay between the front office and the back office?  What about the fit between the talk (espoused values) and that which is in play on a day to day basis (lived values)?

If after this you are still convinced that integrity (whole-complete-unified) is the default condition then take a look at the education system, the healthcare system, the financial system, the legal system, the political system.  How well are these working in your country?

Having so looked at the phenomena – ‘that which is as it is and is not’ – I am clear that the default condition of ALL human systems is a lack of integrity.  If you disagree then I ask you to consider

What is the explanation for the pervasive lack of integrity in human systems?

Let me say that I do not have the one answer to this question.  And that which I share here is simply my thinking on what may be the threads of an explanation.

1. Design of the human-being at the level of the system

It occurs to me that at the level of the design of the system that we call ‘human being’ there is a lack of integrity.  Rather than there being one unified self it appears that there are a multiplicity of competing selves.  Do you find yourself doubting my assertion?

Look at the phenomena. What do you see?  Do you see that there is a self that is keen to be slim. And there is the self that loves all the ‘wrong foods’ from a ‘being slim’ perspective.  What about the  self that wishes to be athletic and gets the value of exercising. And then there is the self that is addicted to being comfortable, sat on the sofa watching tv for hours.  Is there not a self that yearns to speak its truth. And then there is the self that ensures that only that which is politically acceptable is spoken…..

Yet this is not an excuse and not the whole picture. After all we are not designed to fly and yet do so safely, through the inventions and practices of aviation. So let’s continue the exploration and ask ourselves why it is that we have not put in place practices that call forth integrity.

2. Not being present to the importance of integrity and the impact of being out of integrity

“Our way of being and our actions are a correlate of the way in which the circumstances we are dealing with occur (show up) for us”.

– Werner Erhard

Do you/i/we truly get (at the experiential level not the cognitive level) the value of operating in a state of integrity and the impact of lapses in integrity?  It occurs to me that the answer for most of us – as expressed through our living – is that we are blind to the true impact of violations of integrity. This became clear to me on a driving awareness course.

All of us on this course were on the course because we had been caught breaking the speed limit.  Did any of us feel guilty?  No. Why? For my part, I found myself feeling sorry for myself and blaming the police for focussing on folks like me rather than the proper villains. Why? Because I had been only doing 36mph in a 30mph zone: “What’s the big deal! What difference does 6mph make?”  

The turning point came when I learned the impact of that extra 6mph. That 6mph is the difference between life and death. Turns out even an extra 3mph is the difference between a pedestrian walking away relatively unharmed and spending the rest of his life badly damaged.  To bring the point home, in the only way it can home, we were shown a film showing the human impact of speeding. This had such an impact on me that I left this course with the commitment to drive safely and that is what I do. If I catch myself exceeding the speed limit, guilt is present, and the presence of this guilt is enough to get me mindful and respectful of the speed limit.

We assume that it makes no difference if we turn up five minutes late for a meeting. Yet it does.  We assume it makes no difference if we tell ‘little lies’ to customers. Yet it does. We assume that it makes no difference if we push employees around and take advantage of their weakened position to get more out of them. Yet it does. We assume that it makes no difference if we push around our suppliers and squeeze them to drive up our bottom line. Yet it does make a difference.

3. Lack of willingness to put in place mechanisms and listen to feedback that points out a lack of integrity

It starts in the family.  The child points out of the lack of integrity between what the parent is preaching and what the parent is embodying-living.  One response is “Do as I say not as I do”.  Another kind of response is a slap on the face or some kind of punishment like that.  The third kind is to ignore the child, to pretend that you have not heard anything, and continue as before.  In all three cases the child learns the message. Be quiet, don’t rock the boat, don’t upset the authority figures.  And so the child muddles through as best as s/he can.

Put bluntly there is an unspoken agreement not to ‘speak truth to power’.    Breaking this agreement is no easy matter and as such only a few brave souls do so.  When you break the unspoken agreement not to threaten the status and power of those in power then you put yourself in a vulnerable position. The powerful and their allies turn their guns on you and target your livelihood, your reputation, your social status, your freedom and even your life.  

There is an excellent example of this unwillingness to listen to feedback and the consequences for those who speak ‘truth to power’ pointing out the lack of integrity of the system.  Listen to this piece on the NHS:

The NHS will “go bust” without radical change to drive up standards and rid hospitals of a “toxic” bullying culture that damages patient care, the head of its official regulator has warned.

David Prior, the chairman of the Care Quality Commission (CQC), says the safety of the most vulnerable patients is being jeopardised by a “dysfunctional” rift between NHS managers and clinical staff…..

He discloses that one in four staff have reported bullying, harassment or abuse from colleagues and managers, while whistleblowers are ostracised……

Mr Prior highlights the treatment of whistleblowers, saying the NHS is failing to listen to those who challenge poor care and champion the rights of patients. He says those who try to speak out are too often “ostracised” by their colleagues and managers.

He writes: “Too often, it delights in the ritual humiliation of those deemed to fail, tolerates and institutionalises outdated working practices and old-fashioned hierarchies and can almost encourage “managers” and “clinicians” to occupy opposing camps…..

Soon after Mr Prior took up his post as CQC chairman last year, the regulator’s previous management was accused of a “cover-up” and failing to properly investigate hospital scandals because it was too close to the last Labour government…..

Perhaps most crucially, we need to change the culture.”

Even when there is power to speak truth to, we do not speak truth: we don’t call people on their lack of integrity. Why not?  There is another unspoken agreement: “You don’t call me on mine, and I won’t call you on yours!”.  We are socialized into this early on with instructions to mind our own business and not to poke our nose into the affairs of others.  Furthermore, from an early age we are actively pushed to tell people what they want to hear and/or what will ‘save face’.  This becomes so much a part of us and our way of showing up in the world that we don’t even notice how much of social life, in all its favours, is based on this way of showing up.

4. The powerful ensure that they are immune from the impact of systems that lack integrity

As I reflect on the impact of systems that lack integrity I am struck by what is so: the powerful almost always profit and worst walk away unscathed and the powerless are struck with the impact-costs-wound arising from the lack of integrity. 

Who suffers most from the impact of poor teaching and poor schools?  The powerless – the children. Who has suffered most from the lack of integrity (through and through) in the NHS?  The powerless, the vulnerable – the patients.  Who has suffered as a lack of integrity in the world of finance?  The powerless – those who have the lowest incomes and the least politics clout.  Who is most likely to suffer from our way of living and the impact on the world that is our home?  The powerless – the unborn, the future generations.

Summing up

It occurs to me that all human systems exhibit a lack of integrity. And that the reason that this lack of integrity continues to persist is because we have not put in place cultural practices to call forth integrity and keep it in existence: detecting lapses in integrity and correcting course promptly to put the system back into a state of integrity.

Why haven’t we put these cultural practices into place?  It occurs to me that despite the lack of integrity in human systems we have successfully muddled through. In so muddling through, most of us do OK, and the powerful do great most of the time. Look at the business world: despite all the scaremongering (by those who hope to profit by selling their products-services) most organisations have muddled through all the ‘challenges and dangers’: they are doing OK.  Look at the banking crisis: we have muddled through. Look at the Euro crisis: we have muddled through.  Every time we muddle through we reinforce our addiction to muddling through.  Look under the hood of ‘business transformation’ and most and on on most occasions you will find plain old fashioned incremental change.

We do not put integrity into our way of being-showing up in the world because like thinking, genuine thinking, it is hard work. More importantly it is hard work that never ends. Why? Because integrity is always flowing out and so we have to be always putting it back in.  Then there are people like Jobs who set out to make a dent in the universe and accept nothing less. Or people like Gandhi who set out to set India free and accept nothing less. Or people like Mandela……