Humility as an Enabler of Organizational Growth and Change

Melissa A. Norcross, M. Manning
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引用次数: 4

Abstract

Abstract The presence and practice of individual and organizational humility has the power to enable organizational growth and change. Humility drives behaviors associated with learning and the ability to embrace the value of existing mental models while valuing the insights offered by new perspectives and approaches. This paradox-savvy practice, observed in humble individuals and organizations, allows them to appropriately value what is working about the existing system while simultaneously embracing the need for change. Our research finds humble behaviors emerging within psychologically safe environments that foster an attitude of inquiry, kinship, extraordinary collaboration, and professional excellence. Humble behaviors, at every organizational level, appear to enhance both individual and group capabilities that drive long term strategic advantage. Five capabilities were identified in our research: diverse networks, shared values, flexibility and adaptability, judgment and decision-making, and organizational learning. We bring these concepts to life by synthesizing established and emerging research, as well as diving deeply into an empirical case study that leverages humble practices in order to effectively drive organizational change. We argue that humility can impact organizing at all levels (individuals, leaders, followers, teams, executives, and organizations) and in so doing create the conditions in which sustainable organizational change can flourish.
谦逊是组织成长和变革的推动者
个人和组织谦逊的存在和实践具有促进组织成长和变革的力量。谦逊驱动与学习相关的行为,以及在重视新观点和新方法提供的见解的同时,接受现有心智模型价值的能力。在谦逊的个人和组织中观察到的这种矛盾的实践,使他们能够适当地评估现有系统的工作,同时接受变革的需要。我们的研究发现,在心理安全的环境中,谦虚的行为会产生,这种环境会培养探究的态度、亲缘关系、非凡的合作和专业上的卓越。在每个组织层面上,谦逊的行为似乎都能增强个人和团队的能力,从而推动长期的战略优势。我们的研究确定了五种能力:多样化的网络、共同的价值观、灵活性和适应性、判断和决策以及组织学习。我们通过综合已有的和新兴的研究,以及深入研究利用谦逊的实践来有效推动组织变革的实证案例,将这些概念带入生活。我们认为,谦逊可以影响各个层面的组织(个人、领导者、追随者、团队、高管和组织),并在此过程中创造条件,使可持续的组织变革得以蓬勃发展。
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