Most organizations are not setup to hire innovators, rather they filter them out. Why? Because they follow the tried and true solid advice for making good hiring decisions: hire for culture-fit.
To hire for culture-fit is to hire for comfort, the short-term, sameness; to keep optimizing what is rather than creating what’s next. The problem with hiring for culture-fit is that if your culture doesn’t reward risk taking and learning from mistakes then you will filter out innovators.
Mobilizing and energizing a culture is predicated on the organization clearly understanding the vision, mission, values, and goals. It’s leadership’s responsibility to involve the entire organization, informing and inspiring them to live out the purpose the organization in the construct of the values.
Many of the most successful companies strive for constant change and new innovations in the workplace. For them, new ideas are the lifeblood that keep things rolling towards a more productive, collaborative, and happy workplace environment. Furthermore, they see innovation as the key to remaining at the top of their respective industry and push the boundaries of what is possible.…
Frankly this is not a huge insight because human relationships live off trust. If you want to bring out the best in others you have to trust them and them you. If you don’t trust others and aren’t trusted then forget about it. That simple!
Just like communicating with your spouse or husband breeds openness and trust, a healthy relationship, why should it be any different within organizations?
I bring this up because I see a lot of businesses (new and old) where it seems nobody in the organization likes each other (more on this on another post). Not to mention trust each other. While we may be talking a storm about how innovation is about learning to cope with uncertainty, I think we sometimes forget that for this to happen it starts with people trusting each other first.
How do you begin creating trust with your co-workers?
Be a fan of your co-workers
There are people whom you work with that you get along with better than others and that’s ok because you have common interests and ways of thinking. The real challenge is to get along with others who are not like you because they are the ones who WILL force you to be better by challenging you to get out of your comfort zone. To do this you have to understand that everyone has something to offer and you need to find out what that is.
Basically it comes down to:
Finding out what they like, that will then lead to knowing what they’re good at.
Doing what they like with them.
Sounds simple and it does take work for many but…
If you’ve been in a relationship then you know that doing stuff with your partner brings out the best in them because you’re doing stuff that makes them happy. That creates bonding which leads to trust. You become fans of each other and want nothing but the best for each. When this happens everything you do tastes, feels and looks different. And it’s all because of that trust.
The same thing happens with your co-workers. They’re human too!
You can’t buy trust, you have to work for it.
UPDATE: Here’s John Mackey, CEO of Whole Foods, on how to take trust from ideal to real: