Wednesday, February 13, 2013

Bill Gates: My Plan to Fix The World's Biggest Problems

-By Development Network-


We can learn a lot about improving the 21st-century world from an icon of the industrial era: the steam engine.
Harnessing steam power required many innovations, as William Rosen chronicles in the book "The Most Powerful Idea in the World." Among the most important were a new way to measure the energy output of engines and a micrometer dubbed the "Lord Chancellor" that could gauge tiny distances.
European Pressphoto Agency
Bill Gates at the World Economic Forum in Davos this week.
Such measuring tools, Mr. Rosen writes, allowed inventors to see if their incremental design changes led to the improvements—such as higher power and less coal consumption—needed to build better engines. There's a larger lesson here: Without feedback from precise measurement, Mr. Rosen writes, invention is "doomed to be rare and erratic." With it, invention becomes "commonplace."
In the past year, I have been struck by how important measurement is to improving the human condition. You can achieve incredible progress if you set a clear goal and find a measure that will drive progress toward that goal—in a feedback loop similar to the one Mr. Rosen describes.
This may seem basic, but it is amazing how often it is not done and how hard it is to get right. Historically, foreign aid has been measured in terms of the total amount of money invested—and during the Cold War, by whether a country stayed on our side—but not by how well it performed in actually helping people. Closer to home, despite innovation in measuring teacher performance world-wide, more than 90% of educators in the U.S. still get zero feedback on how to improve.
An innovation—whether it's a new vaccine or an improved seed—can't have an impact unless it reaches the people who will benefit from it. We need innovations in measurement to find new, effective ways to deliver those tools and services to the clinics, family farms and classrooms that need them.
I've found many examples of how measurement is making a difference over the past year—from a school in Colorado to a health post in rural Ethiopia. Our foundation is supporting these efforts. But we and others need to do more. As budgets tighten for governments and foundations world-wide, we all need to take the lesson of the steam engine to heart and adapt it to solving the world's biggest problems.
One of the greatest successes in terms of using measurement to drive global change has been an agreement signed in 2000 by the United Nations. The Millennium Development Goals, supported by 189 nations, set 2015 as a deadline for making specific percentage improvements across a set of crucial areas—such as health, education and basic income. Many people assumed the pact would be filed away and forgotten like so many U.N. and government pronouncements. The decades before had brought many well-meaning declarations to combat problems from nutrition to human rights, but most lacked a road map for measuring progress. However, the Millennium goals were backed by a broad consensus, were clear and concrete, and brought focus to the highest priorities.
When Ethiopia signed on to the Millennium goals in 2000, the country put hard numbers to its ambition to bring primary health care to all of its citizens. The concrete goal of reducing child mortality by two-thirds created a clear target by which to measure success or failure. Ethiopia's commitment attracted a surge of donor money toward improving the country's primary health-care services.
With help from the Indian state of Kerala, which had built a successful network of community health-care posts, Ethiopia launched its own program in 2004 and today has more than 15,000 health posts staffed by 34,000 workers. (This is one of the greatest benefits of measurement—the ability it gives government leaders to make comparisons across countries and then learn from the best.)
Last March, I visited the Germana Gale Health Post in the Dalocha region of Ethiopia, where I saw charts of immunizations, malaria cases and other data plastered to its walls. This information goes into a system—part paper-based and part computerized—that helps government officials see where things are working and to take action in places where they aren't. In recent years, data from the field have helped the government respond more quickly to outbreaks of malaria and measles. Perhaps even more important, the government previously didn't have any official record of a child's birth or death in rural Ethiopia. It now tracks those metrics closely.
The health workers provide most services at the posts, though they also visit the homes of pregnant women and sick people. They ensure that each home has access to a bed net to protect the family from malaria, a pit toilet, first-aid training and other basic health and safety practices. All these interventions are quite simple, yet they've dramatically improved the lives of people in this country.
Consider the story of one young mother in Dalocha. Sebsebila Nassir was born in 1990, when about 20% of all children in Ethiopia did not survive to see their fifth birthdays. Two of Sebsebila's six siblings died as infants. But when a health post opened its doors in Dalocha, life started to change. Last year when Sebsebila became pregnant, she received regular checkups. On Nov. 28, Sebsebila traveled to a health center where a midwife was at her bedside during her seven-hour labor. Shortly after her daughter was born, a health worker gave the baby vaccines against polio and tuberculosis.
According to Ethiopian custom, parents wait to name a baby because children often die in the first weeks of life. When Sebsebila's first daughter was born three years ago, she followed tradition and waited a month to bestow a name. This time, with more confidence in her new baby's chances of survival, Sebsebila put "Amira"—"princess" in Arabic—in the blank at the top of her daughter's immunization card on the day she was born. Sebsebila isn't alone: Many parents in Ethiopia now have the confidence to do the same.
Ethiopia has lowered child mortality more than 60% since 1990, putting the country on track to achieve the Millennium goal of lowering child mortality two-thirds by 2015, compared with 1990. Though the world won't quite meet the goal, we've still made great progress: The number of children under 5 years old who die world-wide fell to 6.9 million in 2011, down from 12 million in 1990 (despite a growing global population).
Another story of success driven by better measurement is polio. Starting in 1988, global health organizations (along with many countries) established a goal of eradicating polio, which focused political will and opened purse strings to pay for large-scale immunization campaigns. By 2000, the virus had nearly been wiped out; there are now fewer than 1,000 cases world-wide.
But getting rid of the very last cases is the hardest part. In order to stop the spread of infections, health workers have to vaccinate nearly all children under the age of 5 multiple times a year in polio-affected countries. There are now just three countries that have not eliminated polio: Nigeria, Pakistan and Afghanistan. I visited northern Nigeria four years ago to try to understand why eradication is so difficult there. I saw that routine public health services were failing: Fewer than half the kids were getting vaccines regularly. One huge problem was that many small settlements in the region were missing from vaccinators' hand-drawn maps and lists documenting the locations of villages and numbers of children.
To fix this, the polio workers walked through all high-risk areas in the northern part of the country, which enabled them to add 3,000 previously overlooked communities to the immunization campaigns. The program is also using high-resolution satellite images to create even more detailed maps. As a result, managers can now allocate vaccinators efficiently.
What's more, the program is piloting the use of phones equipped with a GPS application for the vaccinators. Tracks are downloaded from the phone at the end of the day so managers can see the route the vaccinators followed and compare it to the route they were assigned. This helps ensure that areas that were missed can be revisited.
I believe these kinds of measurement systems will help us to finish the job of polio eradication within the next six years. And those systems can be used to help expand routine vaccination and other health activities, which means the legacy of polio eradication will live beyond the disease itself.
Another place where measurement is starting to lead to vast improvements is in education.
In October, Melinda and I sat among two dozen 12th-graders at Eagle Valley High School near Vail, Colo. Mary Ann Stavney, a language-arts teacher, was leading a lesson on how to write narrative nonfiction pieces. She engaged her students, walking among them and eliciting great participation. We could see why Mary Ann is a master teacher, a distinction given to the school's best teachers and an important component of a teacher-evaluation system in Eagle County.
Ms. Stavney's work as a master teacher is informed by a three-year project our foundation funded to better understand how to build an evaluation and feedback system for educators. Drawing input from 3,000 classroom teachers, the project highlighted several measures that schools should use to assess teacher performance, including test data, student surveys and assessments by trained evaluators. Over the course of a school year, each of Eagle County's 470 teachers is evaluated three times and is observed in class at least nine times by master teachers, their principal and peers called mentor teachers.
The Eagle County evaluations are used to give a teacher not only a score but also specific feedback on areas to improve and ways to build on their strengths. In addition to one-on-one coaching, mentors and masters lead weekly group meetings in which teachers collaborate to spread their skills. Teachers are eligible for annual salary increases and bonuses based on the classroom observations and student achievement.
The program faces challenges from tightening budgets, but Eagle County so far has been able to keep its evaluation and support system intact—likely one reason why student test scores have improved in Eagle County over the past five years.
I think the most critical change we can make in U.S. K–12 education, with America lagging countries in Asia and Northern Europe when it comes to turning out top students, is to create teacher-feedback systems that are properly funded, high quality and trusted by teachers.
And there are plenty of other areas where our ability to measure can improve people's lives in powerful ways—areas where we are falling short, unnecessarily.
In poor countries, we still need better ways to measure the effectiveness of the many government workers providing health services. They are the crucial link bringing tools such as vaccines and education to the people who need them most. How well trained are they? Are they showing up to work? How can measurement enable them to perform their jobs better?
In the U.S., we should be measuring the value being added by colleges. Currently, college rankings are focused on inputs—the scores and quality of students entering college—and on judgments and prejudices about a school's "reputation." Students would be better served by measures of which colleges were best preparing their graduates for the job market. They then could know where they would get the most for their tuition money.
In agriculture, creating a global productivity target would help countries focus on a key but neglected area: the efficiency and output of hundreds of millions of small farmers who live in poverty. It would go a long way toward reducing poverty if we had public scorecards showing how developing-country governments, donors and others are helping those farmers.
And if I could wave a wand, I'd love to have a way to measure how exposure to risks like disease, infection, malnutrition and problem pregnancies impact children's potential—their ability to learn and contribute to society. Measuring that could help us quantify the broader impact of those risks and help us tackle them.
The lives of the poorest have improved more rapidly in the past 15 years than ever before. And I am optimistic that we will do even better in the next 15 years. The process I have described—setting clear goals, choosing an approach, measuring results, and then using those measurements to continually refine our approach—helps us to deliver tools and services to everybody who will benefit, be they students in the U.S. or mothers in Africa. Following the path of the steam engine long ago, thanks to measurement, progress isn't "doomed to be rare and erratic." We can, in fact, make it commonplace.
—Mr. Gates is the co-chairman of the Bill & Melinda Gates Foundation and the co-founder of Microsoft. 
-For More Articles and Information   http://www.developmentnetwork.co.nr/

Friday, January 18, 2013

Top Trends for the Social Sector 2013

-By Development Network-

As we launch into 2013, Pro Bono Australia founder, Karen Mahlab, says that if there is any sector undergoing huge transformation it's the social sector. After a busy year of meeting and talking with a number of sector leaders, here she offers her insights into the trends that will define the social sector in the coming 12 months.
1. The convergence of "for profit" and "for good"
The shape of what some have called internationally the "social economy" continues to emerge in Australia in 2013. The blending of "for good" and "for profit" motives to establish organisations that are either social businesses, social enterprises, or for profit businesses engaging in corporate community investment, will continue to grow.
So will the ways private monies are channeled into organisations doing social good.
Ten years down the track, in our post Global Financial Crisis and resource challenged world, we will see the disappearance of terms such as social entrepreneur, Social Enterprise, Impact Investment - as consideration of social outcomes will become a part of doing business and assumed to do no harm. Capitalism and the business sector will be instrumental in effecting this move.
Naturally before then there will be years of discussion about what this all means in terms of financial models, financial instruments, investment asset classes, taxation, management and measurement of outcomes. If all of this sounds a bit like gobbldy gook well hold onto your hat because it's just going to increase in complexity and diversity until it all becomes simpler again. These discussion will be loud and varied over 2013.
Watch out for more buzzwords: Collective Impact, Impact Assessment, Impact Investment, Shared Value, Wellbeing, Open data, crowd - everything and 2.0-everything.
2. Technology
Applications for new ways of connecting time, talent and treasure to the social sector will continue to emerge.
We are seeing a new initiative almost every week as entrepreneurial folk, both from within the existing sector and outside the sector, introduce their networks and expertise to addressing new ways to connect and resource the social sector.
New Initiatives like Budge (winner of Anthill Cool Company Award in the Social Capital section) and GiveEasy, which enables donations to disaster relief straight from mobile phones (winner The Australian Innovation Award), are just two such examples. Traditional ways of fundraising will be joined and/ or turned on their heads as these new initiatives are offered into Not for Profit organisations.
Not for Profits will need to be able to assess the fundraising opportunities for themselves and ensure they guard their precious donor database and/ or share it with those they trust to mutual benefit.
Not for Profits will increasingly use new technologies (eg Customer Relationship Management systems and cloud applications) to decrease their internal operating costs and change the way they deliver services to their clients and other "stakeholders" ie their Board, donor base, the public.
The establishment of these initiatives is being recognised in a raft of new innovation awards with categories never seen before such as Anthills Social Capitalist Award.
In the more traditional area of fundraising, the development of bequesting strategies by more and more Not for Profits reflects the demographics of Ageing in Australia.
3. What the sector calls itself will continue to evolve as the sector evolves
Influenced by the convergence of for good and for profit agendas the name of "the sector" will continue to morph and continue to be in flux.
Are we the social economy sector, the community sector, the social sector, the third sector, the Not for Profit sector, the non-profit sector, the "for purpose" sector?
4. Philanthropy
Philanthropy is becoming more democratised and multi channeled as technology solutions offer new ways to engage with charities.
2013 will see more of a general push to get high net worth individuals and families to start to make significant donations and to change the culture of giving in Australia. We are way behind other developed countries in this area despite topping the world in the recent Charities Aid Foundation Global research where more Australians had, on average, donated money, volunteered time or helped a stranger.
The profile of philanthropic giving will be an interesting space to watch as there is a new regime at Australia's peak philanthropic body, Philanthropy Australia, which has been seen in the past as being very traditional.
Philanthropic organisations, who in the past may have been very conservative in their funds management, will be looking closely at how they invest their corpus funds on the back of the growing interest in investing for financial and social outcomes (i.e. impact investing). This has the potential to leverage the effect their philanthropic funds have even further.
5. Social Enterprise
Social Enterprise will continue to thrive. What will become interesting - and problematic - is how many of these small ventures will survive past the initial externally funded (usually grants) phases. A parallel is with the survival rate of small business generally. Accreditation of Social Enterprises will become more formal as organisations such as B Corp make their way into Australia.
Government will be tracking closely how the social enterprise space affects their long term taxation revenue base.
6. Impact Investing
Early 2013 will see the release of a number of reports into how Impact Investing can be best implemented in Australia and what needs to happen to facilitate the best environment for it and what it should "look" like. These scoping initiatives are being taken by a variety of people in different organisations in Australia - foremost amongst them are DEEWR, the Centre for Social Impact, Foresters, SEDIF and Social Ventures Australia .
Impact Investment offers private investors new assets classes eg Social Impact Bonds that fund projects and organisations which enable an investor to reap financial rewards at the same time as reaping positive social outcomes for the community. JP Morgan and the Global Impact Investing Network's (GIIN) recent global research estimates Impact Investing to account for 9 billion worldwide in 2013 up from 8 billion in 2012.
The challenge for the Australian social sector will be as much about how to develop investment-ready projects with measurable and meaningful outcomes, as to how to attract financial investors. In the same way as there has been a matching issue between willing volunteers and NFP organisations needing skills i.e. where intermediary organisations are needed - so too is there an emerging need for new intermediary organisations to facilitate Impact Investment in Australia. 2013 will see more of these arising.
7. Loops: person to person, person to group, person to planet, people to planet
This may be a little cosmic for some, but awareness of the interconnectivity between people and between people and planet will continue to grow. Our awareness of the impact, seen and unseen, we have on each other and on our environment will take another step.
Tools - sites, methods for reusing, sharing and disposing of whatever it may be: food, clothing, household goods, usable space will continue to pop up everywhere - and some of this will benefit Not for Profit organisations and those they serve and others will just be good for the community generally. See, for example, Gumtree, car-share, or buynothingnew.com.au.
8. Spin off applications of data arising from the ACNC
The ACNC will hit its stride as it's now fully operational and there will be a range of innovations that will come out of the data that can soon be accessed publicly by researchers, academics, philanthropists, Not for Profits and entrepreneurial organisations. This will stretch into 2014 as the ACNC evolves.
Not for Profits, Charities in particular during this early phase of the ACNC, will be looking for the efficiencies the ACNC promised and hoping that a change of government will not disrupt the improvement process.
9. Volunteering
Volunteering is an unloved child generally but was particularly so in 2012. Volunteering generates no revenue, costs very little and happens anyway - so it's no surprise that even though it carries great value in so many ways, its intangible nature makes it under-resourced, and underdeveloped in Australia. Whilst it has been measured in the census to account for $14.6 billion and includes 5.2 generous citizens, it has been generally defunded by government and its peak national and state bodies have come under fire in 2012.
2013 may see it resuscitate to some extent through Volunteering Australia's move to Canberra and due to Australia winning the bid to host the 2014 International World Volunteering Conference. Skilled Volunteering and corporate volunteering will continue to grow.
10. The 2013 Federal Election
All eyes will be on the Election which will take place by October. The foundations that the Labor Party has established for sector reform seem unlikely to be undone, even though coalition policy announcements to date speak against it (see our story here). 
We'll make sure we revisit these predictions in 2014 to see what did and didn't happen.
Add your own predictions on the comments section below - and we'll see where we all end up - and perhaps too, it will generate discussion about what we WISH to see for 2013 and beyond. (BTW over new year I had a go at my own "vision board" for 2013. A process of cutting magazine images and words and pasting them onto a canvas. A fabulous, clarifying process.) 

-For more information and Articles:  http://www.developmentnetwork.co.nr/

Tuesday, December 18, 2012

Use Meetings for Employee Development

-By Development Network-


Meetings are often considered the bane of employees' existence. Among the most common complaints: being forced to attend a meeting that has little or no value.

Through a more optimistic lens, however, meetings that are properly planned and executed can actually offer development opportunities for some employees. Here are some tips to use meetings as a development tool.

1. Assign a different staff employee to put together the agenda for each staff meeting.
This will require the person to gather information on reports to be made and issues to be discussed. It will also require the assigned employee to discuss priorities with the manager and allot time to each agenda item.

Development potential:
It gives that employee a broader perspective of the work of others; it helps further develop business acumen; and it adds meeting management competencies.

2. Assign a staff member to bring in and lead a learning activity.
This might be in the form of discussing a recent problem, circulating an article of interest (and the leading a discussion of it), suggesting a change in how the group does its work, or bringing in information on a competitor's product or service.

Development potential: Leading a discussion; listening skills; presentation skills; learning other perspectives and receiving feedback.

3. Rotate responsibility for facilitating each staff meeting among staff members.

Development potential:
Listening skills; meeting management skills; facilitation skills and conflict management skills.

4. Brainstorm the solution to a problem, challenge or opportunity.
Managers can opt to announce the topic during the meeting or inform employees of the topic ahead of time so they can think about alternatives before the brainstorming session.

Development potential:
Brainstorming skills; listening skills; influencing skills; developing synergy among staff members; critical and creative thinking skills.

5. Invite a guest speaker.
This could be a customer or a supplier who can address how the two groups can work together more easily and effectively.

Development potential:
Listening skills; critical and creative thinking skills; and problem analysis skills.

6. Notice who dominates discussions and who participates little, if at all.
This can help introverts to participate more and extroverts to limit their input. Not only will this result in more equal participation, but it will also model meeting management and facilitation skills for employees.

Development potential:
Meeting management skills; facilitation skills and leadership skills.

7. Be open to new ideas.
When a staff member suggests a change in how the group handles a procedure or process, and it's something that won't work or varies from what's in place, don't just reject it out of hand, but ask probing questions to help the employee develop the idea. It may be that a discussion of the idea may spark others to suggest improvements that will work.

Development potential:
Facilitation skills; critical and creative thinking skills; and conflict management skills.

8. Be creative.
Instead of following the usual agenda, take employees on a field trip to spark their thinking and creativity. This must be followed up, however, with discussions of what everyone saw and how to use new and different ideas and methods to improve the company's operations.

Development potential:
Creative and critical thinking skills.

9. Help employees see the larger context of their work.
Too often, employees are so focused on their own tasks that they lose sight of the larger context. By demonstrating how their work contributes to larger organizational goals, employees develop a more nuanced understanding of the business.

Development potential:
Business acumen and taking pride in one's work.

[About the Author: Daniel R. Tobin is a consultant, author, and speaker on corporate learning strategies and author of seven books, including Learn Your Way to Success].

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Thursday, November 1, 2012

Keys to Driving Culture Change

-By Development Network-

An organization's culture has proven potent in driving employee engagement, productivity and, some might argue, general happiness. In theory, firms with more positive and inclusive corporate cultures perform better than those that don't - and have the financial results to prove it.

Talent Management spoke with Dan Denison, author of Leading Culture Change in Global Organizations: Aligning Culture and Strategy and professor of management at Swiss-based business school International Institute for Management Development (IMD), about the role HR plays in driving culture change.

The following are edited excerpts from the interview.

1. What's the biggest culture problem firms face today?
I think the biggest problem is just the ferocious global competition and the need for short-term survival. It's hard to plan a vision until you're clear how you're going to survive short term, and it's important for building a culture because the steps that we take to survive a crisis are always the lessons that stick, the lessons that are the strongest ones over time. And so you can't say, 'Well, we're going to do this and that and fight hard to survive, and then when we survive we're going to take a deep breath and step back when we've got some resources and we'll build a culture for the long term.'

A culture is the collection of lessons that a company learns as they survive together as a team, as a tribe, as an organization. And I think that's the biggest problem: you have to solve short-term problems every day with an eye on the future, because that's the way that those lessons really stick.

2. What are the most important lessons for leaders to drive culture change?
The one thing that comes out of the book is a focus on rituals, habits and routines. There's a lot written on corporate culture about what you can see on the surface, and the values and what you can't see. ... Every little habit that we have has its visible parts, has its values that underlie it and has the parts that we've stopped thinking about and are just instinctive. The main lesson that you learn from this is that organizations , like people, are creatures of habit, and the change process is always a dilemma, because you can't dig up all of the habits and change everything at the same time. You have to be very strategic about that and you have to understand what the points of leverage are.

But I think the key point that you want to emphasize is that organizations are complex bundles of habits and routines that have developed over time, and when you start to try to sort out those habits and routines it gets pretty challenging. You can't make the change on a superficial way; you can't write the new corporate values and annual report and expect it to stick. You have to unravel and recreate the new ones.

3. What role does HR or talent management play in shaping organizational culture?
It plays a big role because HR policies touch everyone in the organization. They're one of the clearest expressions of the value that an organization puts on its people. In a lot of ways, culture of an organization is the way that you establish the brand of the organization in the talent market. HR puts those principles, those values, into practice in the labor market every day, so they have a huge strategic role in shaping it.

I think the other thing that's important is to understand both how good that can be and how bad that can be.We work with organizations where their HR leadership and their team are the most principled, visionary, business-savvy people in the organization that are constantly stewards of the organization's culture because they understand how it's important to compete in the labor market and in the business. On the other end, we see talent and HR organizations that are totally consumed by just kind of getting the right people in the right jobs and trying to stay ahead of that responding to the direction they're given by their leaders and haven't risen much beyond a pretty administrative approach on the job. And that's such a big factor when organizations are trying to change - because you really can't change the system without changing the mindset of the people.

4. How has the notion of ''corporate culture'' evolved over time? Where does it stand today?
It's a concept that's been around for a long time, at least 50 to 75 years. Great leaders for thousands of years have been driven by principles and purpose. In management literature what you see is that it's been pretty prominent since the early 1980s, with American industry struggling to compete, and authors Tom Peters and Bob Waterman [were] probably the best known ones that said it really has a lot to do with the mindset and the systems that we create with the viability of the habits that organizations have developed over time for a future business environment that's got to be different.

... It's easier said than done, for sure. But the thing that you've seen in the last 10 years is just how mainstream the topics [have] become. It's a serious component to any leader's portfolio. Leading with culture as a principle and understanding that the biggest legacy a leader leaves is the organization and the capacity of its people to work together - you see that becoming more and more mainstream.

5. What is the first step a leader can take to ignite a culture change?
I think the first step is [having] awareness of the gap between the current way of operating and an ideal future. And understanding and articulating that gap in real specific terms and becoming sort of the teacher of why that difference is critically important to the performance of the business.

I'll give you an example. I worked with a number of companies these last few years that are trying to make the transition from being a product company to being a service company. And that vision of a CEO standing up and saying, 'Guys, we love the service people, we love the product people, we love the technology, we love the customers. But unless we put all of those pieces of the puzzle together, we're never really going to win this game.' That's a mindset change. It's not about being either a product guy or a service guy. It's about people seeing the complex interplay between those. That's quite difficult to manage, but understanding that complexity - and learning how to do it well - that's the path of the future.


[About the Author: Frank Kalman is an associate editor at Talent Management magazine.]

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Saturday, October 27, 2012

Guilt Is Good

-By Development Network-

The more guilt you feel, the better friend, co-worker and boss you just might be.

Researchers Taya Cohen of Carnegie Mellon University and A. T. Panter of the University of North Carolina examined people's predisposition to feelings of guilt and how it influences their behavior in the workplace in a recent article in academic journal ''Current Directions in Psychological Science.''

Their conclusion: People more prone to feelings of guilt are more likely to be sympathetic, able to see situations from others' perspectives, consider future consequences of their behavior and value moral traits.

''There's quite a bit of variability between people who, when faced with tempting situations, are likely to yield to temptation and do things that are ethically questionable and people [who] are better able to resist those temptations and act more ethically,'' said Cohen, an assistant professor of organizational behavior and theory.

People who are subject to high levels of guilt proneness - the predisposition to feel bad about a negative personal behavior before they actually do it - are less likely to engage in bad bad or counterproductive behavior, such as showing up late for work, stealing office supplies and being rude to clients and customers, even when no one is monitoring them, Cohen said.

Measuring Guilt Proneness

Researchers measure workers' proneness to feelings of guilt using the 16-item Guilt and Shame Proneness (GASP) scale which asks participants to rate their feelings in an imaginary situation on a seven-point scale. Assessment items include questions such as: After realizing you received too much change at the store, you decide to keep it because the sales clerk doesn't notice. What's the likelihood you would feel uncomfortable about keeping the money?

''The idea is that there is a private situation where you've done something wrong - in this case, keeping too much change - and [to rate] how bad you feel about what you did,'' Cohen said.

The researchers found that 39 percent of adults surveyed rated low in guilt proneness, 27 percent had medium guilt proneness scores and 34 percent had high levels of guilt proneness.

''The people that we'd categorize as low are much more likely to perform these counterproductive work behaviors - these are things that harm the organization - whereas people that are high are much less likely compared to average,'' Cohen said.

The research also showed that women are more guilt prone than men and guilt proneness increases as people get older.

''As people get older they recognize often the consequences of their own behavior for themselves and towards other people,'' Cohen said. ''Guilt is related to consideration of others - things like empathy or perspective taking. People who are more likely to consider other people and consider the future consequences of their actions are more likely to be guilt prone.''

Guilt at Work

Cohen is now conducting research to validate the use of GASP in high-stakes situations in the workplace, such as hiring and promotion, and hopes to be able to show similar conclusions about work behavior.

People who are predisposed to feel guilt are less likely to make unethical business decisions, lie for monetary gain or cheat during negotiations, said Cohen. Being able to assess and identify a worker's level of guilt proneness can have real benefits for the organization not just in selection and hiring but also in ongoing development and career growth.

''It's really important to recognize at the end you have to live with yourself and your own decisions,'' Cohen said. ''You should be aware that if you are feeling uncomfortable about a particular decision and might feel guilty about it later, it's important to recognize those feelings and see whether that might change your decision making.''


[About the Author: Mike Prokopeak is the editorial director at Talent Management magazine.]

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