My thanks to over 400 people who offered their opinion on the question posed in my recent story entitled: The New Perk – Social Responsibility (the original story is copied below).
The “Yes or No” question was:
“Do you believe that employee loyalty will improve as a direct result of the company choosing to be actively involved in support of charitable causes?”
Yes, there was a clear answer: 3/4 of the responses were YES.
This result does help us understand the “gut feel” impression that most people felt relative to the question. You probably aren’t surprised that I am happy to know that most people find corporate social responsibility to be a pretty good thing.
Now, obviously, the question of employee loyalty is hard to answer in a “black and white” manner. Many responses provided insights into the complexities associated with employee loyalty, and obviously corporate social responsibility is only one of many factors that define the relationship between a company and its employees.
I especially enjoyed one unique perspective that was shared by a few folks: A company should probably ask itself why it puts energy into social responsibility – is it because they “get something out of it” like employee loyalty, or is it because it’s the right thing to do? This idea really resonated with me after having recently read the book Justice by Harvard political philosopher Michael Sandel addressing the subject across a broad spectrum of political/social philosophies.
It was Immanuel Kant that really got to me. I had heard his name but that’s all I knew about this extraordinary 18th century philosopher. Among other great concepts (you may hear about him again in a future story), it was his fascinating definition of freedom that fit so perfectly with this question about the motives associated with a company’s social responsibility. According to Kant, real “freedom” is making choices based solely on whether they represent the right thing to do – not making choices as a means to an end, but instead making the choice as an end in itself without concern for consequences, conditions or outside influences. Now I’m not suggesting this is easy – of course it isn’t – but wouldn’t it be nice if we could always just do the right thing?
Of course it’s totally “normal” for companies to think about most everything on a cost/benefit basis; why would we expect that their approach to social responsibility would be an exception without their conscious decision to think differently? However, the survey feedback clearly suggested that employees (and I’d expect customers, partners and everyone else) are enlightened observers as to the real motives behind a company’s approach to social responsibility.
Really, companies aren’t very different from each of us as individuals. Our motives are probably a lot more clear to others than we may realize. Here’s wishing all of us more clarity, conviction, and focus on doing the right thing.
Thanks for sharing time with me; as always, I welcome your feedback. Please feel free to pass this message along to others who may find value.
Sincerely,
Jeff Black
Partner, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net
http://www.mbsearch.net/
http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
"Just Do The Right Thing...Every Time"
Wednesday, July 25, 2012
A Relationship Story - The New Perk - Social Responsibility
I want to share an idea and get your feedback.
In my retained search practice I get to see the way a lot of companies approach their business and their people – every company has a set of values that guide their reality and behavior (but these are not always the same as what is posted on the wall, if you know what I mean). As you might know, I find myself drawn to people and companies that value and commit to making a difference in our community. I find myself wondering about how a company’s focus on service to others might be a potential opportunity to better connect with their employees.
Three great examples of companies that do this well are Golden State Foods, Edwards Lifesciences and Panda Restaurant Group. In all of these companies, employees have a clear understanding that their company is committed to involvement in and support for charitible causes, and each company makes a conscious effort to actively involve their employees (and also to let their employees play a lead role in choosing the causes to support).
Also, each of these three companies appears to have a distinctively strong and special bond with their employees. I’m wonderering about the correlation between employee loyalty and these companys’ choice to make giving back a key focus of their cultural priorities and company identity?
Of course, this connection is surely not the same for every employee; great companies include a wide variety of people and beliefs. Sure, it’s easy to assume that employees who are, themselves, actively involved in the community would appreciate their company’s involvement in making a difference beyond the bottom line. Also, it appears that younger workers (the Milleneal generation) are characterized as seeking a high degree of meaning in their work, so perhaps there is some natural affinity among many in this group.
However, many employees are not motivated to be actively involved in support of charitable causes. So does a company’s contributive approach to the community have any positive impact on the connection with these individuals? If a company’s socially-conscious commitment yields reputation benefits and positive impressions from their customers, couldn’t employees that are not active in the community also be positively affected?
The answers to these questions may not be totally clear, and I don’t know that there is extensive emperical data that provides proof. So let’s create some of our own, shall we? I want to get your input on the simple question that follows. I will compile the answers and share them with everyone.
YOUR QUICK INPUT REQUESTED – Please send a quick email back to me with your YES or NO ANSWER to: “Do you believe that employee loyalty will improve as a direct result of the company choosing to be actively involved in support of charitble causes?”
A Quick Business Update: I was thrilled to have been engaged for a search by a leader that had recently been a candidate of mine in a search – after joining a new company she recommended me and told her CEO that her experience as a candidate with me was so positive that she wanted the same approach to be used with candidates for their company.
Thanks for sharing time with me; as always, I welcome your feedback. Please feel free to pass this message along to others who may find value.
Sincerely,
Jeff Black
Partner, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net
http://www.mbsearch.net/
http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
"Just Do The Right Thing...Every Time"
In my retained search practice I get to see the way a lot of companies approach their business and their people – every company has a set of values that guide their reality and behavior (but these are not always the same as what is posted on the wall, if you know what I mean). As you might know, I find myself drawn to people and companies that value and commit to making a difference in our community. I find myself wondering about how a company’s focus on service to others might be a potential opportunity to better connect with their employees.
Three great examples of companies that do this well are Golden State Foods, Edwards Lifesciences and Panda Restaurant Group. In all of these companies, employees have a clear understanding that their company is committed to involvement in and support for charitible causes, and each company makes a conscious effort to actively involve their employees (and also to let their employees play a lead role in choosing the causes to support).
Also, each of these three companies appears to have a distinctively strong and special bond with their employees. I’m wonderering about the correlation between employee loyalty and these companys’ choice to make giving back a key focus of their cultural priorities and company identity?
Of course, this connection is surely not the same for every employee; great companies include a wide variety of people and beliefs. Sure, it’s easy to assume that employees who are, themselves, actively involved in the community would appreciate their company’s involvement in making a difference beyond the bottom line. Also, it appears that younger workers (the Milleneal generation) are characterized as seeking a high degree of meaning in their work, so perhaps there is some natural affinity among many in this group.
However, many employees are not motivated to be actively involved in support of charitable causes. So does a company’s contributive approach to the community have any positive impact on the connection with these individuals? If a company’s socially-conscious commitment yields reputation benefits and positive impressions from their customers, couldn’t employees that are not active in the community also be positively affected?
The answers to these questions may not be totally clear, and I don’t know that there is extensive emperical data that provides proof. So let’s create some of our own, shall we? I want to get your input on the simple question that follows. I will compile the answers and share them with everyone.
YOUR QUICK INPUT REQUESTED – Please send a quick email back to me with your YES or NO ANSWER to: “Do you believe that employee loyalty will improve as a direct result of the company choosing to be actively involved in support of charitble causes?”
A Quick Business Update: I was thrilled to have been engaged for a search by a leader that had recently been a candidate of mine in a search – after joining a new company she recommended me and told her CEO that her experience as a candidate with me was so positive that she wanted the same approach to be used with candidates for their company.
Thanks for sharing time with me; as always, I welcome your feedback. Please feel free to pass this message along to others who may find value.
Sincerely,
Jeff Black
Partner, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net
http://www.mbsearch.net/
http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
"Just Do The Right Thing...Every Time"
Saturday, March 31, 2012
How Candidate Experience Can Impact a Company’s Brand
Recently an executive leader had an unexpected experience in a retained search with our firm. I believe this helps illuminate how candidate experience can be a key to a company’s brand and “success” in recruiting.
The former SVP of HR for a nationwide retailer was a candidate in the VP of Field HR search that I am conducting for the Panda Restaurant Group; she interviewed with the client but found the role wasn’t the right fit. However, her experience with me and our firm would lead to a special next step.
Upon this HR leader taking on a new top HR leadership role, she promptly called and asked me to perform a search for her new company. I was very pleased when she told her CEO how her experience as a candidate with me was the way she wants candidates for their company to be treated and evaluated by a search consultant.
While this has happened other times in my 9+ years as a search consultant, it seems timely to share this recent experience, as I would suggest that any company should be mindful of how they are being represented by a search partner in these vital candidate development relationships. Here are some key reasons:
Impressions Impact Brands: Companies take their internal recruiting processes very seriously, and I have heard the term “candidate experience” from an HR executive to describe it as a key internal recruiting priority. So why would the impression made by external partners be any less important?
Candidates who are enriched and reinforced by their interaction with a search consultant gain a greater affinity for the company who could be their next employer. On a retained search, we find ourselves talking to very influential people in the market. Our client’s brand is materially impacted by the way that we, as a search partner, interact with each candidate and tell our client’s story in a passionate and truthful manner.
In addition, the choice of a search partner also reflects on a company’s business practices, and I often suggest to candidates that their experience with me is a reflection of how my client company makes decisions.
Interviewing – Advocating for Our Client: I believe that interviewing by a search consultant must be a way to both tell our client’s real story and also to get to know the truth about candidates – I believe it must be much more than just a confirmation of achievements and accomplishments. This interviewing approach is what created this recent “candidate turned client” opportunity. Candidates often comment that their interview with me was both self-reflective and also a great way to learn what’s most important to the company they might join.
This process starts with listening to our client from the start – spending time to get to know key people, but more importantly to try to understand the culture, values and foundation of a company, or otherwise stated: “what’s most important”. The way a candidate is drawn to join a company is about a lot more than money or title. I find that most people wish for a professional opportunity that aligns with what they consider most important in their lives.
Interviews for our clients need to be relationship building experiences. In order to really get to know a candidate, sharing insights into the client company is the beginning of building trust. This trust is critical to enable candidates to share real insights into themselves – to help us learn about their motivations, their principles and their ideals. I believe these are critical insights our clients really need. A healthy relationship established with a candidate during our interviews is the beginning of the critically important relationship needed between candidates and their future employer.
A Distinctive Approach to Retained Search
Some think Retained Search is a commodity. My clients seem to believe that what we offer is distinctive.
Of course, our firm is great at candidate sourcing and recruiting and we offer a highly professional approach to representing our clients; also, our consultants’ have career backgrounds (including my own 20+ years) as corporate senior executives, providing us a client’s perspective.
However, the experience of candidates is a critically important element of success for our clients on our search projects. Our focus on candidate experience provides our clients with a tremendous jump start for a successful relationship with a future member of their leadership team.
Please let me know if I can help your company or other growing organizations.
Sincerely,
Jeff Black
Partner, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 529-2672
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net http://www.mbsearch.net/ http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
"Just Do The Right Thing...Every Time"
The former SVP of HR for a nationwide retailer was a candidate in the VP of Field HR search that I am conducting for the Panda Restaurant Group; she interviewed with the client but found the role wasn’t the right fit. However, her experience with me and our firm would lead to a special next step.
Upon this HR leader taking on a new top HR leadership role, she promptly called and asked me to perform a search for her new company. I was very pleased when she told her CEO how her experience as a candidate with me was the way she wants candidates for their company to be treated and evaluated by a search consultant.
While this has happened other times in my 9+ years as a search consultant, it seems timely to share this recent experience, as I would suggest that any company should be mindful of how they are being represented by a search partner in these vital candidate development relationships. Here are some key reasons:
Impressions Impact Brands: Companies take their internal recruiting processes very seriously, and I have heard the term “candidate experience” from an HR executive to describe it as a key internal recruiting priority. So why would the impression made by external partners be any less important?
Candidates who are enriched and reinforced by their interaction with a search consultant gain a greater affinity for the company who could be their next employer. On a retained search, we find ourselves talking to very influential people in the market. Our client’s brand is materially impacted by the way that we, as a search partner, interact with each candidate and tell our client’s story in a passionate and truthful manner.
In addition, the choice of a search partner also reflects on a company’s business practices, and I often suggest to candidates that their experience with me is a reflection of how my client company makes decisions.
Interviewing – Advocating for Our Client: I believe that interviewing by a search consultant must be a way to both tell our client’s real story and also to get to know the truth about candidates – I believe it must be much more than just a confirmation of achievements and accomplishments. This interviewing approach is what created this recent “candidate turned client” opportunity. Candidates often comment that their interview with me was both self-reflective and also a great way to learn what’s most important to the company they might join.
This process starts with listening to our client from the start – spending time to get to know key people, but more importantly to try to understand the culture, values and foundation of a company, or otherwise stated: “what’s most important”. The way a candidate is drawn to join a company is about a lot more than money or title. I find that most people wish for a professional opportunity that aligns with what they consider most important in their lives.
Interviews for our clients need to be relationship building experiences. In order to really get to know a candidate, sharing insights into the client company is the beginning of building trust. This trust is critical to enable candidates to share real insights into themselves – to help us learn about their motivations, their principles and their ideals. I believe these are critical insights our clients really need. A healthy relationship established with a candidate during our interviews is the beginning of the critically important relationship needed between candidates and their future employer.
A Distinctive Approach to Retained Search
Some think Retained Search is a commodity. My clients seem to believe that what we offer is distinctive.
Of course, our firm is great at candidate sourcing and recruiting and we offer a highly professional approach to representing our clients; also, our consultants’ have career backgrounds (including my own 20+ years) as corporate senior executives, providing us a client’s perspective.
However, the experience of candidates is a critically important element of success for our clients on our search projects. Our focus on candidate experience provides our clients with a tremendous jump start for a successful relationship with a future member of their leadership team.
Please let me know if I can help your company or other growing organizations.
Sincerely,
Jeff Black
Partner, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 529-2672
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net http://www.mbsearch.net/ http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
"Just Do The Right Thing...Every Time"
Tuesday, January 31, 2012
A Relationship Story - If Van Morrison Only Knew...
I have a family of Brown Eyed Girls, and that song has always been a big favorite among the four of us. We used to listen to it driving around with our daughters when they were little. You might have a similar experience with songs that matter a lot to you.
Recently, the four of us attended a wonderful event together – a wedding in the family of our younger daughter’s long-time boyfriend. We were sitting with our older daughter and her boyfriend and enjoying a nice time. Then the DJ played Brown Eyed Girl. Immediately, I was transported back 20 years and could hear them both singing along in the back seat.
I sprang into action. I just knew that we had to have a “family moment” as this special song was playing, so my hand shot up to flag down our younger daughter to come over and join us. I waved and I waved but to no avail. She didn’t see me. Then I realized something really important.
She didn’t see me because she was playing a valuable role that day. Her boyfriend’s family was really busy and needed another pair of hands and she knew she could be helpful. It seems she naturally was.
At that moment, I had to let go, just a little, of one of my Brown Eyed Girls. She wasn’t the little girl in the back seat anymore; she was the adult, doing exactly what was needed at the moment. Being a parent is tough sometimes, but I guess we have to let them go to be what they are destined to be.
Now, I suppose, Van the Man might not be quite as sentimental about this experience as I seem to be. He probably isn’t really conscious of some knucklehead and his family in Southern California who love his 40 year old song. He may not care, but he might be surprised that what he “said” with this song is still sticking with people so many years later.
It makes me think about how each of us really never know what impact we have on others. Obviously, the big things always matter, but it seems that even the smallest interactions with others might be significant – and we really can’t know what will be. While I know that I mess up all the time, I’m trying more and more to remember that what I say, how I treat people, and what “comes naturally” to me could possibly have a big effect on others. We really can’t know for sure.
I’m sure each of us has stories to tell about how little things have mattered a lot. Have you ever recalled something that was significant in your own memory, but when you mentioned it to someone else who was also there, they don’t recall it at all? We really don’t know what will matter, do we? Here’s to keeping in mind that how we choose to behave makes a difference in the lives of others, and even the small stuff matters.
Thanks for sharing time with me; as always, I welcome your thoughts and feedback and please feel free to pass this message along to others who may find value.
Quick Business Update: I’m excited to announce that Zena Peltier (peltier@mbsearch.net) has joined my practice as Associate Consultant. Having come off a very strong 2011 we want to be prepared for increasing client needs in 2012 as the labor market for high-impact talent is clearly tightening. We stand ready to help.
Sincerely,
Jeff Black
Partner, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net http://www.mbsearch.net/ http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
Recently, the four of us attended a wonderful event together – a wedding in the family of our younger daughter’s long-time boyfriend. We were sitting with our older daughter and her boyfriend and enjoying a nice time. Then the DJ played Brown Eyed Girl. Immediately, I was transported back 20 years and could hear them both singing along in the back seat.
I sprang into action. I just knew that we had to have a “family moment” as this special song was playing, so my hand shot up to flag down our younger daughter to come over and join us. I waved and I waved but to no avail. She didn’t see me. Then I realized something really important.
She didn’t see me because she was playing a valuable role that day. Her boyfriend’s family was really busy and needed another pair of hands and she knew she could be helpful. It seems she naturally was.
At that moment, I had to let go, just a little, of one of my Brown Eyed Girls. She wasn’t the little girl in the back seat anymore; she was the adult, doing exactly what was needed at the moment. Being a parent is tough sometimes, but I guess we have to let them go to be what they are destined to be.
Now, I suppose, Van the Man might not be quite as sentimental about this experience as I seem to be. He probably isn’t really conscious of some knucklehead and his family in Southern California who love his 40 year old song. He may not care, but he might be surprised that what he “said” with this song is still sticking with people so many years later.
It makes me think about how each of us really never know what impact we have on others. Obviously, the big things always matter, but it seems that even the smallest interactions with others might be significant – and we really can’t know what will be. While I know that I mess up all the time, I’m trying more and more to remember that what I say, how I treat people, and what “comes naturally” to me could possibly have a big effect on others. We really can’t know for sure.
I’m sure each of us has stories to tell about how little things have mattered a lot. Have you ever recalled something that was significant in your own memory, but when you mentioned it to someone else who was also there, they don’t recall it at all? We really don’t know what will matter, do we? Here’s to keeping in mind that how we choose to behave makes a difference in the lives of others, and even the small stuff matters.
Thanks for sharing time with me; as always, I welcome your thoughts and feedback and please feel free to pass this message along to others who may find value.
Quick Business Update: I’m excited to announce that Zena Peltier (peltier@mbsearch.net) has joined my practice as Associate Consultant. Having come off a very strong 2011 we want to be prepared for increasing client needs in 2012 as the labor market for high-impact talent is clearly tightening. We stand ready to help.
Sincerely,
Jeff Black
Partner, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net http://www.mbsearch.net/ http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
Friday, December 16, 2011
A Relationship Story - The Consensus Experience
I admit it, I’ve lived my life from a highly individualistic perspective. That’s how my family worked, and I know it’s pretty normal in the American culture. That’s a good thing, of course, but what surprises me is that I’m just now realizing how different this makes Americans from much of the world…and also why that matters so much.
Earlier this year I was in a seminar led by a truly expert voice on ethics and leadership, Father Robert Spitzer, and I asked him why the same choice can be considered ethical by one person and unethical by another. His answer helped me learn, for the first time, that half the world approaches life from a collectivist perspective (including most Asian cultures) – decisions are always first considered through the lens of “what’s good for the group” as opposed to the individual-rules viewpoint.
So, a choice can be considered right by one person based on the best interest of the group, while that same choice can be unfathomable through the individualistic lens. Think for a minute how this can affect relationships in our lives – such fundamentally different perspectives can create a lot of confusion and conflict. In The Art of Choosing by Sheena Iyengar, a fascinating book about the science of choice, these differing cultural perspectives were confirmed as a key distinction in how people make choices. Perhaps this helps to explain one source of clashing cultures in our world.
This is so simple, but how did I get into my 50’s before I learned anything about this? I must have missed that session of Sociology class. Is it just me? Does everybody else already realize this? When I mentioned it to one of my wisest friends, also in his 50’s, he said he had just recently been exposed to this idea himself for the first time. What a relief! I’m not alone.
Then it struck me how a great experience of mine over the past 5+ years has been teaching me this insight all along…and I didn’t even realize it. I have been a volunteer with The Ethical Edge serving on the selection committee for the Leaders of Integrity Awards presented annually for excellence in ethical leadership (these awards were just presented on November 1st). The committee process represented a glimpse at the intersection between the individualistic and collectivist perspectives.
Each of the dozen committee members started as advocates for their own nominees and passionately told the story of extraordinarily ethical people. Then an amazing thing happened. The individual advocacy ended and the group entered a new world – reaching consensus. This may sound easy, but having done this now with 5 or 6 different groups of committee members, I find that my own amazement at the consensus experience has been shared by most every first-time committee participant. Releasing our own passionate advocacy position is harder than we may think. However, when a group commits to a common goal, it can get beyond self interest and really think as one mind.
Until now I never understood why this experience was so unique. Learning what reaching a true consensus feels like – a group decision that strives for a goal larger than each individual, a “greater good” thing – was an epiphany for me because it was a glimpse into the collectivist culture that was previously unknown to me. In the largely Machiavellian and competitive world where we live, this was a truly breakthrough experience.
I find it is enriching to take a break from my naturally individualistic mindset and see how the other half lives (thinks, actually). I believe that many relationships in my life can be better because of this understanding. Perhaps you might want to give it a try for yourself - whether your natural frame of reference is individualistic or collectivist – try to understand the other half of the world. Your relationships might also be better for the effort.
Thanks for sharing time with me; as always, I welcome your thoughts and feedback and please feel free to pass this message along to others who may find value.
References:
The Ethical Edge http://www.ethicaledge.org/
The Art of Choosing – Sheena Iyengar http://sheenaiyengar.com/the-art-of-choosing/ TED Video: http://www.ted.com/talks/sheena_iyengar_on_the_art_of_choosing.html
Sincerely,
Jeff Black
Partner, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 529-2672
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net www.mbsearch.net http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
Earlier this year I was in a seminar led by a truly expert voice on ethics and leadership, Father Robert Spitzer, and I asked him why the same choice can be considered ethical by one person and unethical by another. His answer helped me learn, for the first time, that half the world approaches life from a collectivist perspective (including most Asian cultures) – decisions are always first considered through the lens of “what’s good for the group” as opposed to the individual-rules viewpoint.
So, a choice can be considered right by one person based on the best interest of the group, while that same choice can be unfathomable through the individualistic lens. Think for a minute how this can affect relationships in our lives – such fundamentally different perspectives can create a lot of confusion and conflict. In The Art of Choosing by Sheena Iyengar, a fascinating book about the science of choice, these differing cultural perspectives were confirmed as a key distinction in how people make choices. Perhaps this helps to explain one source of clashing cultures in our world.
This is so simple, but how did I get into my 50’s before I learned anything about this? I must have missed that session of Sociology class. Is it just me? Does everybody else already realize this? When I mentioned it to one of my wisest friends, also in his 50’s, he said he had just recently been exposed to this idea himself for the first time. What a relief! I’m not alone.
Then it struck me how a great experience of mine over the past 5+ years has been teaching me this insight all along…and I didn’t even realize it. I have been a volunteer with The Ethical Edge serving on the selection committee for the Leaders of Integrity Awards presented annually for excellence in ethical leadership (these awards were just presented on November 1st). The committee process represented a glimpse at the intersection between the individualistic and collectivist perspectives.
Each of the dozen committee members started as advocates for their own nominees and passionately told the story of extraordinarily ethical people. Then an amazing thing happened. The individual advocacy ended and the group entered a new world – reaching consensus. This may sound easy, but having done this now with 5 or 6 different groups of committee members, I find that my own amazement at the consensus experience has been shared by most every first-time committee participant. Releasing our own passionate advocacy position is harder than we may think. However, when a group commits to a common goal, it can get beyond self interest and really think as one mind.
Until now I never understood why this experience was so unique. Learning what reaching a true consensus feels like – a group decision that strives for a goal larger than each individual, a “greater good” thing – was an epiphany for me because it was a glimpse into the collectivist culture that was previously unknown to me. In the largely Machiavellian and competitive world where we live, this was a truly breakthrough experience.
I find it is enriching to take a break from my naturally individualistic mindset and see how the other half lives (thinks, actually). I believe that many relationships in my life can be better because of this understanding. Perhaps you might want to give it a try for yourself - whether your natural frame of reference is individualistic or collectivist – try to understand the other half of the world. Your relationships might also be better for the effort.
Thanks for sharing time with me; as always, I welcome your thoughts and feedback and please feel free to pass this message along to others who may find value.
References:
The Ethical Edge http://www.ethicaledge.org/
The Art of Choosing – Sheena Iyengar http://sheenaiyengar.com/the-art-of-choosing/ TED Video: http://www.ted.com/talks/sheena_iyengar_on_the_art_of_choosing.html
Sincerely,
Jeff Black
Partner, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 529-2672
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net www.mbsearch.net http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
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