1. honest conversations, discussing the undiscussable of emotions and reasoning – nothing can develop unless there’s a shared effort to get at the truth
2. clarity – no learning is possible, and productivity and
psychological safety are unlikely, without clarity of roles, tasks, decision-making, and relationships
3. learning – true learning isn’t possible without planning, prediction, and learning and reflective practices
These three create a *learning system*
4. Culture shaping, understanding that leaders and systems and emotional responses to them create conditions which generate psychological safety and productivity – or not.
A productive system.
5. Intent – measure customer / citizen / community outcomes – as *they* judge them.
A purposeful system.
Culture and achievement of intent are *self-correcting* measures – if you measure the actual outcomes of your practices; the experience of employees and customers, and learn what works, you can’t go wrong.
But you have to make them a *practice* – daily, built-in, acknowledging your weaknesses.
Download the ‘five core practices’ here:
Which practice do you need to work on the most?