The problem is not with Agile or OKRs! but with how they are implemented – without taking into account human needs and context. Awareness allows you to see not only superficial symptoms! but also deep causes: why there is resistance to change! What exactly what are the true values and needs of the team or organization! how decisions affect people. Examples of questions that help move towards conscious decisions:
Do our goals align with our values and vision?
How do these decisions affect each team member?
What conditions are we creating to support creativity! trust! and openness?
What are the best solutions?
These questions not only help us reflect! but also form the basis for a line data deeper understanding of the context. They What exactly allow us to move from reactivity to creating new approaches that take into account both strategic objectives and the human factor.
Humanity as the basis of conscious leadership
In the pursuit of efficiency! businesses reduce people to a set of specialized cleaning companies functions! losing the most valuable thing – humanity! as the ability to see a person behind functional roles and KPIs! with their needs! emotions! weaknesses! and potential.
According to Gallup’s latest report! “State of the Global Workplace 2023 !” employee engagement is at 23%. This is a record high since the survey began in 2009! but it also shows that 77% of employees remain either disengaged or actively disinterested in their work. This situation negatively affects productivity! loyalty! and the overall success of companies:
Low levels of engagement have far-reaching economic consequences. Gallup estimates that it costs the global economy an estimated $8.8 trillion each year! equivalent to 9% of global GDP. At the same time! research confirms that increased employee engagement is directly correlated with increased productivity and financial performance of organizations. For example! companies with high levels of azb directory engagement show profitability that is 23% higher than average ( Think Learning ).
