In 2022 a friend and co-worker invited me to join his organization’s book club review which took place over several weeks. This book was published in 2018 and the author’s backgrounds include for-profit and non-profit entities and academia.
So after I learned all this, I wasn’t sure I wanted to participate because my bias was that it would be a dry read, full of statistics and charts. And I wasn’t really clear if the information would be useful....I was wrong. On all counts.
We are familiar with what core values represent within an organization. Unless the importance of those core values are consistently referred to and backed up by consistently related actions, they become simply words sitting on a website or in a document.
But core values is what can drive an organization and as the book’s subtitle states, it’s about ‘The Surprising Science of Character-Based Culture, Engagement, and Performance.’
So what happens when there is new leadership, an acquisition/merger or any other kind of event that would alter an organization’s core values?
They could change or be amended or scrapped altogether with something new and different.
This is where the authors introduce us to Classic Virtues which don’t change over time because they are…classic.
The seven Classic Virtues identified are Trust, Compassion, Courage, Justice, Wisdom, Temperance, and Hope. And they all live under the mantel of Integrity.
The subtitle on the chapter page of each virtue says it all and can be seen as a truly short-hand method of thinking about yourself, your team, and your entire organization.
Each chapter includes a toolkit for moving forward, questions to consider asking yourself and others, some ideas on coaching and training and information on putting it all together.
The seven virtues are identified as:
Trust. This is my favorite dimension of culture that our team addresses (along with communication, alignment and accountability). It takes so much focus and care to develop but takes very little to lose with no assurances it can be regained.
Compassion. When I was being trained as an executive coach, my own coach was clear that empathy was when you could identify with someone’s plight because you had experienced it yourself. Compassion, on the other hand, does not require the experience, but does mean a sincerely expressed concern for others and their situation.
Courage. The book’s note says it all. ‘Choose the hard right over the easy wrong.’
Justice. Identified as ‘the most complicated’ virtue. Admittedly impacted by definitions, biases, degrees, how to measure and more.
Wisdom. My favorite chapter. What grabs me is the fundamental truth that “The goal is not a high engagement score. The goal is creating trusting and caring relationships. Engagement is a by-product of how people are treated. The order matters. Trust and caring relationships need to come first in order for engagement to follow.”
When we work with clients, we refer to how connected employees are. Not only with the organization itself, but with each other. A connected workforce can lead to an engaged one. Re-read this and see the difference.
Temperance. Patience. Calmness. Addresses balance as well as communication and speaks to the 3A’s…Awareness, Attention and Action.
Hope. This is about overcoming, forgiving, having and demonstrating gratitude, development of character and more. Something we all need at some point in our work and home lives.
The final chapter that ties everything together is on Integrity. The title says… ‘Innovative cultures start with innovative virtues.’ It’s identified as the thing that binds all virtues and speaks to the authors’ desires to contribute and impact businesses in the area of innovation and growth.
I admit my initial bias about the book was swiftly dismissed. It was engaging, and enlightening, and provided solid information and real-life examples. It helped me think about these virtues more deeply and engage with our clients a bit differently in a broader and deeper sense.
This book is a great read to expand your own thinking in a way that explores what you may need to know about your own style of leadership as well as that of your organization.
“The mediocre teacher tells. The good teacher explains. The superior teacher demonstrates. The great teacher inspires.” — William Arthur Ward
Cynthia Kyriazis is the Chief Experience Officer at The Culture Think Tank. Her experience includes executive coaching, meeting facilitation, consulting and training.