Can "educational measures" make organisational structures values-fit and provide for more diverse ecosystems of work?
The values we hold drive the way we communicate and collaborate. Values, virtues - and vices - have recently been on the agenda of several communities I facilitate. All community members – independent of their practice, organisational background, gender, cultural background, and age – seem to agree that organisational structures need to adapt to the following core values:
Calm: patience and emotional regulation – some call it kindness;
Collaboration: working together to achieve shared goals; the ability to listen to and respect the ideas of others, even if you do not agree with them;
Trust: an organisation’s responsibility to provide members with the proper equipment and access to relevant know-how and information;
Equal opportunities: solidarity with and respect for others, independent of race, gender, religion, and cultural background;
Participation: the responsibility of each and everyone to contribute to an inclusive, democratic, sustainable work culture.
In reality, established power structures, behaviours and comfort prevent many people from living up to these values, which results in organisational weakness - conflict, fatigue, frustration and lack of innovation. "Couldn't we introduce measures that help us achieve a system that respects the above values?", a community member suggests. Interesting question: Could "educational measures" that are worked out by leaders and members lead to relevant, inclusive, kind, respectful, responsible, creative and collaborative - modern - ecosystems of work?