Over the past year, I have felt a certain "systemic tolerance," embrace, and affinity for untrustworthiness and "VUCA/BANI" in the workplace. I think it's worth pushing back on this tolerance. I think it's worth calling out "ambiguity about the ambiguity" (my favorite three quotes about ambiguity are below).
It's a skill to navigate ambiguity. Another skill? Reducing ambiguity.
It's a skill to navigate complexity. Another skill? Reducing complexity.
My reflection led to formalizing two different Culture Scorecards. For those of you familiar with Goodhart's Law, these scorecards 1) acknowledge the merits of Goodhart's Law, 2) anticipate that point of view, and 3) to be blunt, reject Goodhart's Law (the scorecards welcome being gamified). 🙂
Of course this is provocative because it aims to move the needle on workplace culture and either 1) confront the erosion into chaos or 2) exaggerate chaos into absurdity.
Has anyone else seen scorecards or metrics at the altitude of workplace culture? Anyone want to explore the concept of a Culture Scorecard and explore why your titles and target values might diverge from these examples of a Utopian and a Dystopian scorecard?
Note that in the red scorecard, "100" simply means an ambiguously and infinitely high number.
Back on the topic of trustworthiness, this scorecard aims for a culture of "systematic intolerance" of untrustworthiness.
Systemic tolerance of untrustworthiness is low bravery.
Systematic intolerance of untrustworthiness is bravery.
Thank you for any reactions, questions, skepticism, etc.
