Image source: Tanmay Vora @tnvora

I had the pleasure to meet Sam Simister, Future Development Director at Innocent Drinks – when I contacted her on LinkedIn about a recycling idea. I was so impressed with her open, authentic, curious and courteous attitude and behaviour that I wanted to recognise it publicly on her profile.

Typically my experience when contacting an organisation’s representatives is to be ignored. Currently, it seems unique to find businesses with an open 21st Century mindset. We are fast approaching the time when it will be fundamental in order to compete in our digital, hyperconnected marketplace.
I looked at LinkedIn and found no opportunity to recognise Sam’s transparent, proactive and motivating attitude and behaviour.

Current recognition metrics don’t reflect 21st century mindsets

Currently, LinkedIn’s Skills & Endorsements reflects industry knowledge, interpersonal skills, and other skills. Whilst these attributes may help predict that someone has the relevant competencies to accomplish a job task, it does not let us know how it will be carried out or if it will be delivered in sync with an organisational culture and values.

Competency is often defined as Knowledge, Skills and Ability (KSA) to perform (physically and mentally). This is not enough. Successful application for individuals and organisations, takes more than ability, skills and knowledge. They are necessary, but not sufficient on their own to produce required outcomes and impact.

Beliefs, attitudes and actions are essential, but currently under-rated

Appropriate beliefs, attitudes and actions translate to effective behaviours. Smart effective organisations recognise their importance. Innocent, for example, are very clear what they are about, where they want to be and how they will achieve pride in profit. They live their heartfelt values (natural, entrepreneurial, responsible, commercial, generous) and I certainly felt them, accompanied by great respect and transparency, with my communication with Sam.

Measuring the right employee attributes is essential into today’s complex and turbulent marketing environments

Current measurement of people’s potential often fails to provide a well-rounded view of their capability or a poor ‘person-job/culture-fit’. A study by Contract Recruiter found that 81% of new hires failed due to factors relating to attitude, not due to lack of job skills. It is a crucial factor to recognise and consider when hiring or looking for a job.

LinkedIn could help modernise the employment marketplace by updating its endorsement options to reflect 21st Century mindsets.
To be successful in any venture today requires a relational psychological contract (rather than a transactional one).

Imagine if all your employees were engaged, singing off the same hymn sheet, and with you because they care about the business (and you care about them), are intrinsically motivated to deliver value. Extrinsic strategies and perks to stimulate engagement, appear to have little impact on performance and long term retention. Building a culture of trust (employee centric culture) is what results in a meaningful difference. It was found that management behaviours such as: recognising excellence, sharing information, showing vulnerability, treating people like adults and getting out of their way, collaboration and teamwork results in increased productivity, energy and profitability, less sickness and burnout. [Source: HBR]

Make sure you measure what matters

If you want an engaged workforce and happy customers, take care to measure effectiveness and impact, not just what is easy or transactional. If you want to see effective action through appropriate business focused behaviours, then you need to understand what attitudes and mindsets are relevant to the success of your business.

If you would like to explore this further please send me a message or email me at [Cross posted from LinkedIn.]