I've read in the Straits Times and seen several shares on Facebook regarding Mr Tommy Koh's appeal for Singaporean bosses to play their roles better. I agree fully with what he proposes, except that we have to understand that he addresses only one specific issues of running organisations. As I had learnt recently at a leadership workshop in my workplace this is but one aspect of bosses' responsibility. Also known as psychological safety, focusing only on this aspect in the workplace might trap staff in comfort zones that cause them and the organisation to stagnate with little progress.
Tommy Koh, Straits Times, 26th October, Opinion Editorial
The other aspect that has to concurrently come into play to achieve an ideal work place is the aspect of high accountability. High psychological safety and high accountability together create an energised working environment where staff are confident to push boundaries for better performance and risk the possibility of failure without the fear of punishment. I would add to this mix an organisation vision that captures the staffs' imagination. Staff want to know that their work will ultimately achieve something of significance and value that will last through the ages.
From what I know (and correct me if I'm wrong) Steve Jobs was not the most pleasant boss but the vision he created for the Apple Company and his extremely high expectation for his staff (he wanted to pack a computer into a processor that fits into your pocket after all) captured many peoples' imagination and a long queue to join his company.
Yet, I think there is a better way. This is an aspect of work that I am seeking to build in myself and my team. How can I control whether my team and I would be exposed to unfriendly colleagues, bad processes in the organisation; or even bad behaviour from me or senior staff from other departments (ok maybe this last one I have some control)? The most ideal organisation will be less than perfect. Therefore, should the ideal inner motivation to work in myself and my staff not be a commitment that is resistant to any such external factors in the workplace? People who have such inner conviction "Play to the audience of One"; such people " who through faith conquered kingdoms, administered justice, ... shut the mouths of lions, quenched the fury of the flames, and escaped the edge of the sword; whose weakness was turned to strength; and who became powerful in battle and routed foreign armies... Some faced jeers and flogging, and even chains and imprisonment. They were put to death by stoning; they were sawed in two; they were killed by the sword. They went about in sheepskins and goatskins, destitute, persecuted and mistreated ..." Hebrews 11:33-37.
Such people have a very simple approach to work commitment - "If God says stay then stay, If God says go then go"; and if I'm staying then I give the best work I can "as unto the Lord and not unto Man". The only challenge here is that sometimes I just cannot predict what God will say to my staff. If God says for them to leave then what can I say to keep them? Therefore this is a faith journey from beginning to end. I will learn to trust God for everything that happens in my workplace. As one staff said to me recently when I asked him why he joined me - was he sure at that point that it would turn out to be a good experience? He surprised me with his honesty, "Actually no, I wasn't sure at all but God said very clearly to me - go and join him; and so I came.".
I had a bit of a laugh recently when at a meeting with my managers I spoke about "Upper Management" and it took them several minutes to realise that I was talking about God and not about Corporate Office. There is no one whom you can expect greater Psychological Safety and greater Accountability than from God - He who spared us no good things and yet desires for us to be Holy as He is Holy. What better worker can you find in the workplace than those who understand this principle?
