> Of course, we also need to first start punishing individuals for intentionally causing harm through their decisions even if the harm was caused indirectly through other people.
Legal teams are way ahead of you here, by design. They’ve learned to factor out responsibility in such a diffuse manner the “indirectly” term loses nearly all its power the closer one gets to executive ranks and is a fig leaf when you reach C-levels and BoD levels. We couldn’t feasibly operate behemoth corporations otherwise in litigious environments.
I personally suspect we cannot enshrine earnestness and character as metrics and KPI’s, even indirectly. From personal experience selling into many client organizations and being able to watch them make some sausage, this is where leadership over managing becomes a key distinction, and organizational culture over a long period measured in generations of decisions and actions implemented by a group with mean workforce tenure measured in decades becomes one of the few reliable signals. Would love to hear others’ experiences and observations.
Legal teams are way ahead of you here, by design. They’ve learned to factor out responsibility in such a diffuse manner the “indirectly” term loses nearly all its power the closer one gets to executive ranks and is a fig leaf when you reach C-levels and BoD levels. We couldn’t feasibly operate behemoth corporations otherwise in litigious environments.
I personally suspect we cannot enshrine earnestness and character as metrics and KPI’s, even indirectly. From personal experience selling into many client organizations and being able to watch them make some sausage, this is where leadership over managing becomes a key distinction, and organizational culture over a long period measured in generations of decisions and actions implemented by a group with mean workforce tenure measured in decades becomes one of the few reliable signals. Would love to hear others’ experiences and observations.