We, Us, Our, and Ours: Preferred Pronouns of Winning Organizations
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We, Us, Our, and Ours: Preferred Pronouns of Winning Organizations
The Power of "We": Why Inclusion Drives Organizational Success
"When united, we stand" is not just a national motto—it applies to organizations as well. The word united signifies community with shared vision and goals. Unity of diversity can transcend personal interests and conflicts to focus on team and organizational success.
Peter Drucker, the father of modern management, emphasized that an organization's culture is a key ingredient for success. His focus is on the unity of people that help the organization not merely to survive but thrive. This unity is best cultivated through a culture of inclusion. Many organizations upholding inclusion as a core value can leverage it as a competitive advantage.
Drucker’s emphasis on people underscores the power of inclusion. Organizations that embrace diversity—bringing together individuals with varied backgrounds, experiences, and perspectives—are better equipped to care for their employees, customers, and the broader community. Such organizations naturally develop a heightened awareness of diverse business environments and are more responsive to evolving needs.
Why "We" and “Us” Matters
The language of inclusivity—"we" and "us"—shifts the focus from individual victories to collective success. Organizations that prioritize inclusion create environments where employees feel valued, heard, and empowered to contribute their best work, optimizing collaboration and innovation. Inclusion does not imply uniformity; rather, it acknowledges that conflict and differences can be strengths.
A collection of “I’s” does not equate a unified “we.” Overemphasizing the individual fosters division and competition rather than collaboration. A true “we” culture is intentional - built by transformational leaders who harness its power to elevate their organizations. When leaders move beyond a transactional approach and unlock people’s potential, they transform isolated contributions into a shared vision. This synergy unites individuals around common goals, amplifying collective achievement and driving meaningful impact.
Lessons Learned From Businesses
In addition to ethical considerations, promoting inclusion offers significant business advantages, optimize business decisions, and minimize decision mishaps.
Learning from contemporary and classic business cases, we are reminded of power of “we.” Research from Google's Project Aristotle revealed that teams composed of individuals with diverse backgrounds and experiences perform better in problem-solving. The study found that such diversity fosters improved collaboration, creativity, and decision-making, leading to stronger team dynamics and enhanced performance. This proves that a variety of viewpoints can result in more innovative solutions.
Conversely, in a classic example, a lack of diversity within a team can hinder business decisions and create a disconnect between the company and its customers. As a classic example, in the 1970s, Chevrolet launched the Nova in Mexico, but it suffered from poor sales. A significant reason for this was that "Nova" translates to "no va" in Spanish, meaning "doesn't go." This misalignment with cultural and linguistic nuances negatively affected the car's image in the Mexican market. A more diverse team could have helped prevent such a marketing misstep.
Shifting to a "We" Culture to Advance Success
Fostering an inclusive culture requires intentional leadership. Here are some key strategies:
- Use Inclusive Language – Leaders should be intentional use "we" instead of "I" in their communication and acknowledge collective achievements to reinforce shared success.
- Encourage Diverse Perspectives – Inclusive organizations must actively seek input from all team members, accept differences, and create a work environment where different voices are heard and valued.
- Build Psychological Safety – Employees should feel comfortable expressing ideas without fear of rejection. When people trust that their contributions matter, they are more likely to take part more authentically.
- Unite Teams With Shared Goals – A clear, collective vision aligns efforts across the organization, ensuring that success is not individual but a team-driven accomplishment.
As Peter Drucker taught, leadership is not about individual brilliance but about enabling people to achieve more together. Leaders can unleash potential of people to drive organizational success. The power of "we" can sustain strategic advantage, transforms workplaces, strengthens teams, and paves the way for a more successful and inclusive future.
Now, let us put "we," "us," "our," and "ours" into practice and unlock the full potential of ‘our’ teams and organizations.
