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Hold everyone to a handful of important standards
It’s tempting to bypass established protocols in favor of achieving a quick win. It probably always will be. It’s also true that history shows that sustainable organizations—like successful societies—thrive when governed by principles rather than personalities.
Of course it’s true that all organizations (even the smallest, youngest ones) have policies. Some of those policies are driven by local regulation; breaking some of those policies can result in losing your standing with the organization, regardless of your position. But when it comes to the really important stuff, like who gets to make which important decision, organizations: (a) don’t have policies to follow and (b) wouldn’t necessarily follow them even if they existed. They lack a fundamental commitment to predictable, equitable rulemaking and rule following...
...that creates the structural and psychological safety necessary to take bigleaps
...that allows an organization to collaborate, innovate, and grow.
Just as citizens invest and build lives in nations with stable legal systems, employees fully engage only when they trust in the fairness of their organizational environment. Given the rarity of this pattern in the world of work, this means that most people working today haven’t experienced full engagement at work.