The Workplace Values That Help People Excel with Mike Horne, Ph.D. (Ep. #39)

By
The Better Manager Team
BetterManager Executive Coach

November 2, 2021

Building Better Managers Podcast Episode #39: The Workplace Values That Help People Excel with Mike Horne, Ph.D.

2021 is a critical time for people re-thinking their work. We are going through a period of questioning and reassessing our work. Resignations at all levels are at an all time high(1). Additional money may be a carrot for people to go to new companies, but there is a strong need to be connected to the values of the company where you work.

Today we will be talking about values and integrity, and how they create a work environment where people can do their best.

In this episode:

Meet Mike:

  • Mike Horne, Ph.D., is seasoned HR executive and coach helping leaders be and do their best. Mike has built a successful career in Human Resources, guiding businesses and teams at Gilead Sciences, Genentech (a member of the Roche Group), Notre Networks, Marriott International, and Willis Towers Watson.
  • As a consultant, Mike’s clients included Darden Restaurants, ExxonMobil, HP, McKesson, and Office Depot.
  • In addition, Mike has served in an advisory or board capacity to the American Foundation for the Blind, the American National Red Cross, the Dave Thomas Foundation, the Organization Development Network, and the Organization Development Review.
  • Mike has just published "Integrity by Design: Working and Living Authentically."

The Values that Create Great Environments: Truth, Transparency, Authenticity & Integrity

  • The first value is: tell the truth. If it can be found out, it will be. One of my earliest mentors, Warren Bennis, wrote a book on transparency. Once truth erodes, it's extremely difficult to recapture.
  • If you want workers to give their best, they want to give you their trust, they need to trust you. Remember these two categories: that which is freely given vs that which has to be earned.
  • In today's environment, every manager needs to have that equation with him or herself for themselves relative to that, but the first thing is tell the truth.
  • Then, don't skimp - don't be stingy with your resources. Open up the possibility of saying "yes" to someone, open up the possibility of affirming the individual.
  • Even though you may disagree on facts, values, task processes method. We have this moment when a an associate a colleague is in front of us to acknowledge them as a unique individual.
  • Next, really get clear on your agency and who you are. Self-aware requires feedback - it's not just an inside game. We have to see our ourselves and who we are and accept that.

Culture & Community Keep People Motivated

  • Companies always talk about culture, but community is what binds us together.
  • What we know is that about 70% of an employee's engagement is within managerial control. We've known for a long, long time that technical competence does not necessarily make for great leadership.
  • Google Project Oxygen assumed technical competence was the big skill, but they proved themselves wrong! Then Project Aristotle migrated to Oxygen and what  got added were the interpersonal skills that differentiated successful team managers from other highly technically competent people.
  • The reality is that people are at the heart of human enterprise, and the bright folks, scientists, engineers, financial wizards, all need to improve those interpersonal skills or continue lose their best talent.
  • To create places where people do their best work requires rethinking our management, rethinking our system.
  • I spent so much of my previous time focused on culture, but what's more relevant today is community. How does a successful team member choose community? We are members of multiple communities in organizations, and it's this sense of belonging, inclusion, that we can create for people that it will be the antidote to the Big Quit and the Great Resignation that are currently underway.

Final Takeaway

  • Here are 5 actions that people could take to keep on this integrity journey:
  • The "self" concept, self-awareness, and getting a good sense of that by involving others. Get good feedback from others and see how well it aligns with your values.
  • Discuss with your team, or with a colleague with whom you work closely, what your shared vision and values and mission are. Make sure that there is that alignment. We create authentic leadership out of alignment. It begins with a conversation with another person about values, vision, and mission.
  • Third, managers can try on something new. Just make a tiny experiment to reflect and to engage. Try to figure out if maybe there's another way that you can be better and help other people.
  • But little progress actually happens without this additional belief in inclusion. Start with saying, "Hello." Say hello more often. It is our oldest and greatest and best technology. It slows the conversation down maybe for 10 seconds, maybe for a minute, maybe for two minutes. It creates an important connection.
  • The final piece is that we really need to figure out who is our best friend at work, to find a supporter, a champion, and they can tell you, "You've got this."

Downloads & Resources

Follow Mike on LinkedIn, Facebook, and Twitter.

Subscribe to our podcast on your favorite podcast platform!

Check out our blog articles on Leadership here.

(1) Who Is Driving the Great Resignation? HBR.org, Sept. 15, 2021.

About Mike Horne, Ph.D.

Mike Horne, Ph.D., is seasoned HR executive and coach helping leaders be and do their best. Mike has built a successful career in Human Resources, guiding businesses and teams at Gilead Sciences, Genentech (a member of the Roche Group), Notre Networks, Marriott International, and Willis Towers Watson. As a consultant, Mike’s clients included Darden Restaurants, ExxonMobil, HP, McKesson, and Office Depot.

In addition, Mike has served in an advisory or board capacity to the American Foundation for the Blind, the American National Red Cross, the Dave Thomas Foundation, the Organization Development Network, and the Organization Development Review. Mike has just published "Integrity by Design: Working and Living Authentically."

Episode Transcript

Posted on

November 2, 2021