The importance of honesty
This year I've been learning a lot about organisational behaviours, based on the Human Synergistics "Circumplex" model. The program from Global Mindset leverages this model to improve our understanding of what creates a productive and positive work environment. In this model there are three overall behavioural styles that are winningly described as Snail (defensive), Hippo (aggressive) or Dolphin (collaborative).
The three behavioural mascots are a useful way of thinking about types of behaviour, and the impact they have on others. Hippo behaviours tend to use aggression to shut down collaboration and cooperation. Snail behaviours use manipulation or appeals to authority to preserve the status quo. Dolphin behaviour, on the other hand, is open, constructive and collaborative.
Research shows it is these Dolphin behaviours that are likely to lead to high productivity and staff morale. So, the theory goes that by helping people overcome any Snail or Hippo behaviours they have, we improve our working culture. In time, we all become Dolphins and everyone lives happily ever after...but how do we get there?
The reality is there is an important prerequisite for this kind of change program, and that is that people need to be willing to be honest and open with each other. Without honesty, people may merely assume the superficial trappings of change. Without openness, there will be no trust.
If we don't have trust, we can't be honest. If we can't be honest, we can't change.
Like the old psychologist joke goes, the lightbulb has to want to change. If people don't want to change, this program, like any other, will face an uphill battle.
But are honesty and trust really that important?
Surveys have found that honesty is the most highly valued attribute in leaders.
Honest leaders create an environment of trust from which collaboration and inspired work can emerge. A survey of employees with honest leaders showed they "are significantly more satisfied in their job, less likely to be absent, less stressed, and report greater overall health and wellbeing and life satisfaction".
Leaders who are not consistently honest undermine confidence by making their teams unsure about what is true and what is not. When people are unsure, they spend mental energy on wondering what to think, instead of being productive and focussed.
The science seems clear about the importance of honesty. It's up to us now to reshape our thinking and ideas about what effective leadership really looks like.
What do you think? Is it time for some radical honesty in your workplace?
