One of the outcomes of high social acuity
is a recognition that everyone in an organization
has value. But we must be careful not to
a!ach only monetary value to individuals. In
Doing Virtuous Business, "eodore Roosevelt
Malloch writes, “Every person has a #ngerprint
of personality and potential and desire to contribute.
When we de#ne people solely in economic
terms, our motivational and incentive
schemes tend to become mechanical and manipulative.
We try to de#ne a system that will idiot
proof the process, which can, in turn, make
people feel like idiots.”
From a civility perspective, each individual
has value as a human being. As such, every individual
is deserving of respect just because they
are human and on the planet. (Trust, however,
is something that must be earned and not every
person is deserving of trust.) In terms of workplace
value, individuals at all levels should be acknowledged
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for:
• Potential (amount of potential might vary)
• Intelligence (nature of intelligence might vary)
• Education (type and extent of education
might vary)
• Social contribution (nature and volume of
social contribution might vary)
• Experience (time on the job and type of
experience might vary)
• Resilience (extent of resilience might vary)
All these elements are aspects of value, but
it is each individual’s understanding of civility
and his/her choosing civility that enables us
to recognize and appreciate these aspects of value.
Without civility, and without respect, people
o$en fail to see the value of others. As such,
it is important to also recognize what Bayer describes
as the civility quotient.
• Civility commitment + civility competency
(both might vary) = Civility quotient
"e idea is that when everyone in a workplace
understands that everyone has value, overall
civility and positive people treatment in the
organization improves.
With more than 20 years in the workforce,
Christian Maso!i is a continuous learner who
believes that the ability to combine his technical
skills – including Lean, Six Sigma and Kaizen –
with social intelligence and cultural competence
have been the key to his success. In addition to
a stint with the Canadian Football League as a
professional athlete, Maso!i has worked for Ford,
Toyota, Chrysler, ArcelorMi!al and MLSE, and
is now a three-time published author who also
leads the Civility Experts Inc. Worldwide Lean on
Civility Consulting team.
“Many people perceive having respect, exhibiting
kindness and treating people well as a sign
of weakness – but this is a costly mistake.” –
Christian Maso!i
"is article includes excerpts #om Lean
on Civility, Maso!i & Bayer, 2020.
BUSINESS
44 Think BIG | Quarter 2 2021 | saskheavy.ca
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