Meritocracy

(Based on Ray Dalio's book: "Principles" [2017])

After reading Dalio's Principles (2017), the idea became apparent that it is necessary to translate the Values that a company develops into clear concise principles that are infused with the values. These principles are referential guidelines that allow the entire community to understand the ideas necessary to consistently operationalize the values. When a company grows and the population of personnel expands beyond the reach and relational capacity of the executive staff, it is necessary to provide another level of guidance to complement the Vision, Mission and Values. This is a means by which to gain the confidence that the investment into the definition of the organization is cascaded throughout the organization. Dalio's focus is on three specific areas where the principles were defined. The following is an exercise in working this concept through a practical application of his approach. Dalio's own list of principles go even further with another level of principles defined to support each of those at a listed here. It was a good read and a valuable exercise, and I invite you to consider taking it on and reading the book.

 VALUES AND PRINCIPLES

Setting aside the Vision and Mission, consider what a merit-based and leadership focused set of values and principles would look like.

Premise 1: If money cannot be the priority, the greatest benefit that we can offer as a group is being part of a great community dedicated to developing champions with a shared sense of mission.

Premise 2: The achievement of a high standard of excellence requires a combination of a tough love and intense celebration of incremental successes.

Premise 3: If the group is successful, then the team/community/department shall be successful in demonstrating their value in support of the betterment and prosperity of the organization.

CULTURE

Truth: Good decisions require accurate bases

Transparency/Authenticity: People's effectiveness is increased by insight

Believability: Input from the group most qualified over autocratic or democratic methods

Excellence: Excellence in performance is always the objective of the pursuit

Learning: Seek success, but learn from mistakes

Open: Seek honest believable feedback

Communication: Constantly Communicate to Stay In-Sync/Aligned

Tough Love: It is more important to evaluate situations and people accurately, not kindly

Inclusion: Active inclusion to connect people, personally and professionally, to the extent possible in the opportunities where their potential may be increased or can contribute significantly

PEOPLE

Work: Those who seek hard and creative challenges with a dedicated willingness to apply themselves to what is required

Steady: Integrity based upon known/stated principles allows others to know what to expect

Selflessness: Put the good of others above self; respectfully working on the behalf of the team/organization, both individually and corporately

Empowering: Willingness to delegate to others as they demonstrate ability and readiness

Diversity: Emotional intelligence where valuing, reaching and interacting with different people differently brings enhanced development individually and corporately

Ownership: Manage as an owner of a company/department/function

Reliable: Consistently understand context, effectively design and operate the machine (department) as intended by the team/group/department/organization

Fit: The right people to run the machine

Development Oriented: Openness to believable feedback; deep learning from every situation

Experience: People are truly trained and tested thru experiences

Loyalty: Great people are always needed and in times of change will find new challenges with a good fit

PERFORMANCE

Confidence: A strong basis in competence, integrity and readiness to the challenges

Perception: Perceive problems effectively (thoroughly and accurately)

Focused: Drive to root causes from identifying, understanding and tracing back from symptoms

Vision: Expand perspective to coalesce and integrate w/ team and organizational visions

Judgement: Design the machine (processes, tools and resources) to achieve the right goals/objectives

Performance to Plan: Plan and publish what you are going to do; do what you said

Courage: Know what we do and don't know and how to best to deal with uncertainty

Logic: Make all decisions logically

Priorities: Use the 80/20 rule relentlessly

Synthesis: Connect the dots; calculate, elevate and bring to bear creative solutions