Respecting Individuals and Individuality

Are there people inside your organization that do not receive the respect they deserve? Are there people outside your organization—vendors, suppliers, partners, communities, customers, or other stakeholders—that likewise fail to receive respect from your organization? If so, why? What about the people who report directly to you? Are any of them respected more than others? If so, why? Are you respected by your peers and leaders? When did you last feel seriously disrespected? What did you do about it?

Consider Procter & Gamble, a company that regularly graces Fortune’s most admired company list. Through ups and downs, this well-known consumer products company has maintained the respect of millions of people throughout the world. One of the main reasons is P&G’s own profound respect for individuals. Flowing from P&G’s purpose to “Provide branded products and services of superior quality and value that improve the lives of the world’s consumers” are key principles and values of the Procter & Gamble culture and work environment. These principles are as follows: 1. We show respect for all individuals; 2. The interests of the company and the individual are inseparable; 3. We are strategically focused on our work; 4. Innovation is the cornerstone of our success; 5. We are externally focused; 6. We value personal mastery; 7.We seek to be the best; and 8. Mutual interdependency is a way of life.

One of the important benefits of taking accountability for respecting individuals and their individuality is an unusually high level of trust that facilitates astonishingly open and candid discussions about mistakes, learning, failures, and how to foster improvement. Think about it. “See It” is the first step Above The Line. To learn more about how to build greater respect for individuals and individuality in your organization, we invite you to join the Accountability Community at www.partnersinleadership.com.