Cultivating Excellence Through Human Virtues

Do you sometimes wonder why your change programme is not working? Or why your Diversity, Equality and Inclusion initiatives cause you so much push back? Or why people in general don’t feel engaged in your organisation?

You may be quite surprised to learn that at everyone’s core there is a foundation of virtues that drive our beliefs, behaviour and how well we all respond to change. It’s amazing that many company initiative's are designed on an unstable platform of pre-existing resistance to the current lived organisation values.

These are an example of our human core virtues:

What are Human Virtues?

Human Virtues are qualities or traits that are universally recognised as representing good moral behaviour and character. They are fundamental principles or habits that guide us in making ethical decisions and conducting ourselves in a morally upright manner. Virtues are often considered timeless and cross-cultural, forming the basis of worldwide ethical behaviour across various societies, religions and traditions.

The alignment between a company's values and people's core virtues can vary significantly depending on the organisation and its cultural, ethical, and operational foundations. Here are three levels of alignment:

Level 1 - Close Alignment

• Ethically Driven Companies: Organisations with a strong ethical foundation often have company values closely aligned with core human virtues like honesty, integrity, and compassion. These companies prioritise ethical behaviour , social responsibility, and employee well-being in their operations.
• Employee-Centric Organisations: Companies that prioritise employee welfare and development tend to align closely with virtues such as empathy, respect, and fairness. Their values often reflect a commitment to creating a supportive and inclusive work environment.
• Socially Responsible Businesses: Organisations focusing on social responsibility and sustainability usually align their values with virtues like justice, generosity, and stewardship, reflecting a commitment to the greater good.

Level 2 - Partial Alignment

• Profit-Driven Companies: In organisations where profit maximisation is the primary focus, there might be a partial alignment. While they may value efficiency, innovation, and customer satisfaction, these values may not fully encompass virtues like compassion or humility.
• Traditional Corporate Structures: Older, more traditional companies might have a formal set of values that don't fully integrate modern considerations of employee well-being or social responsibility, leading to only partial alignment with human virtues.

Level 3 - Limited Alignment

• Highly Competitive Environments: In highly competitive industries, company values may emphasise aggressiveness, innovation, and market dominance, which might align less with virtues like compassion, humility, or patience.
• Companies with Ethical Challenges: Organisations that have faced ethical scandals or have a history of prioritising profit over ethical considerations may have company values that are only superficially or minimally aligned with core human virtues.

So what virtue alignment level is your company currently operating at?

The alignment between company values and human core virtues largely depends on the company’s mission, leadership, industry, culture and history. While some companies strive to embody human virtues within their corporate values, others may prioritise different aspects that do not align as closely with these virtues. It's important for individuals to consider this alignment when choosing employers, and for companies to reflect on how their values resonate with the fundamental virtues valued by their employees and society.

VirtueFirst??is an Organisational Assessment and Change Programme Unlike Any Other

A virtue-centric change programme which focuses on embedding core human virtues like honesty, compassion, integrity, and empathy into organisational culture and practices, offers several significant benefits:

• Enhanced Employee Engagement and Morale: When employees see that their organisation values and practices virtues important to them, it boosts morale and engagement. They feel more connected to their work and committed to the company’s goals.
• Improved Trust and Reputation: An organisation known for its commitment to human virtues earns greater trust from customers, clients, and the community. This enhanced reputation can lead to increased business opportunities and customer loyalty.
• Increased Collaboration and Teamwork: Virtues like empathy, respect, and compassion foster a more collaborative and supportive work environment. Teams work better together when there's a mutual understanding and respect for each individual's contributions.
• Higher Employee Retention: Organisations that prioritise human virtues often see lower turnover rates. Employees are more likely to stay with an employer that aligns with their personal values and treats them with respect and dignity.
• Better Decision Making: Embedding virtues like prudence and integrity into the decision-making process leads to more ethical and thoughtful outcomes. This approach can help avoid unethical practices that might lead to long-term harm for short-term gains.
• Innovation and Creativity: A culture that values human virtues provides a safe space for employees to express their ideas and take risks, which is essential for innovation and creative problem-solving.
• Attracting Talent: A strong reputation for valuing human virtues can attract top talent. Prospective employees are often drawn to organisations that demonstrate a commitment to values like fairness, integrity, and social responsibility.
• Resilience in Times of Change: An organisation grounded in core human virtues can navigate changes and challenges more effectively, as these values provide a steady moral compass.
• Enhanced Social Responsibility: A virtue-centric approach often leads to greater awareness and action around social and environmental issues, aligning the organisation with broader societal goals.
• Long-Term Sustainability: By focusing on virtues, organisations are more likely to make decisions that ensure long-term sustainability, rather than pursuing short-term gains at the expense of long-term success.

Overall, a virtue-centric change programme can lead to a more ethical, productive, and sustainable organisation culture, benefiting both the internal workforce and the broader community.

VirtueFirst?? aims to create a work environment where human virtues are not just ideals but are lived and experienced daily. This programme is designed to improve not only the organisational culture but also contribute positively to each employee's personal growth and the wider community.

Designing a Human Virtue-Centric Change Program involves creating a comprehensive plan that embeds core human virtues into the fabric of an organisation. At AI Capability we have a structured approach to achieve this contact me today for more details.