????也許你本人就是一個(gè)成就卓著的人，也和其他很多成功人士一樣,，私下里都認(rèn)為,，最初驅(qū)使你攀上成功巔峰的一些因素同時(shí)也會(huì)導(dǎo)致負(fù)面效應(yīng),。你受到的教育可能讓你感到永遠(yuǎn)不要滿足于已有的成就,，或者讓你已不再被他人的評(píng)判所左右。意識(shí)到這種壓力大有裨益,，因?yàn)檫@樣你就能察覺到其他人身上存在的壓力，知道如果不加以控制,，它們可能就會(huì)導(dǎo)致不道德的行為,。
????董事會(huì)吸納成員應(yīng)秉持善于思考，永遠(yuǎn)追求高標(biāo)準(zhǔn)的人選,，他們能理解和制衡首席執(zhí)行官的本能動(dòng)機(jī)。董事會(huì)成員要清楚,，當(dāng)個(gè)人需要公開承認(rèn)失敗時(shí)會(huì)產(chǎn)生強(qiáng)大的自我保全意識(shí),，理解無力感導(dǎo)致的內(nèi)心掙扎,。清楚這一點(diǎn)后,，聰明的董事會(huì)成員會(huì)幫助安全感較差的首席執(zhí)行官們建立起安全文化,，允許承認(rèn)失誤,、適度的冒險(xiǎn)和創(chuàng)新。
????奧林巴斯和明富環(huán)球高管們的深層個(gè)人動(dòng)機(jī)對(duì)于深諳人性的人來說并不陌生,。把這些人看成是異類，種想法很有誘惑力,，因?yàn)樗鼤?huì)讓我們覺得安全,。但真正的安全來自于承認(rèn)這些是人類共有的天性，同時(shí)打造一種制衡而不是忽視人性傾向的企業(yè)文化,。
????埃莉諾?布洛克斯?jié)h姆現(xiàn)任董事會(huì)咨詢機(jī)構(gòu)公司價(jià)值及治理聯(lián)盟（The Value Alliance and Corporate Governance Alliance,，http://thevaluealliance.com)的首席執(zhí)行官。 |
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????Perhaps you are a high achiever who, like many other high achievers, would describe, in private, that some of the influences that originally pushed you have negative undertones. Your upbringing may have caused you to feel your accomplishments were never enough -- or you may have excelled to avoid the pain of others' judgments. Your awareness of these pressures is helpful because you can spot them in others, recognizing that, if left unchecked, they can lead to unethical behavior.
????Wise board recruitment requires the selection of thoughtful, high achieving board members who can understand and balance the CEO's natural motivations. These board members recognize the powerful influence of self-preservation when it comes time to publicly admit failure, and the internal battle to fight feelings of inadequacy. Armed with this awareness, savvy board members help less secure CEOs build safe cultures that allow admission of failure, healthy risk-taking, and innovative expression.
????The deeper motivations of individuals at Olympus and MF Global are not foreign to students of human nature. To believe that those people are different from us is appealing because such beliefs make us feel safe. But real safety comes from recognizing these traits in others and ourselves and constructing an organization with a culture that can balance rather than ignore these all-too-human tendencies.
????Eleanor Bloxham is CEO of The Value Alliance and Corporate Governance Alliance (http://thevaluealliance.com), a board advisory firm. |
