Openness To Feedback And Change

Many people in today’s organizations are uncomfortable speaking their minds because they’re afraid of being inappropriately judged, labeled, or punished. Other people in organizations are reluctant to exhibit openness to change because they’re afraid of being perceived as weak, uncertain, or lacking conviction. Both fears are debilitating to individuals and organizations.

General Electric has long been heralded for it’s now legendary “work out” sessions in which employees meet together in groups with complete freedom to raise all sorts of concerns in front of their bosses, but without their bosses being allowed to deny or ignore a single issue.  Some people call it an institutionalized way of talking back to your boss.  And if bosses attempt to retaliate later against outspoken employees, they are quickly reprimanded or terminated. According to one GE employee, the “work-out” experience is not only invigorating and self-affirming, but also life changing. The company’s message to every employee is loud and clear: “You matter, your concerns matter, and you are what makes this organization successful.”

Creating open environments where opinions are respected, ideas are vigorously debated, and judgments are appropriate is not easy. You have to genuinely care about employees’ thoughts and feelings, not because it’s a nice thing to do, but because it creates a vital system of checks and balances for business decisions while promoting openness to feedback and change that drives personal and organizational growth.

To learn more about creating open work environments, join our Accountability Community at www.partnersinleadership.com, where you can review actual client case studies.

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