4 ms·

shared values is an important part of trust though. suppose I'm an executive and I'm trying to hire a more diverse group of employees. one of my hiring managers

shared values is an important part of trust though. suppose I'm an executive and I'm trying to hire a more diverse group of employees. one of my hiring managers says they're happy to apply whatever criteria I ask for, but they fundamentally don't believe diversity is important. I'm going to have a hard time trusting this person to do what I want.

AZRS 6y ago
Ding Ding Ding. You should win a prize for the only comment here to get it. In the absence of both shared values and goals, trust is harmful.
nitrogen 6y ago
shared values is an important part of trust though That's actually a pretty big mistake society has made. You emphatically don't need to share values with someone to get along with them or work with them or trust them. Focusing on values instead of goals and behaviors creates the environment of mistrust, because you don't know when someone is going to decide you don't share their values strongly enough and try to purge you. It also creates an environment where the people you want least are most willing to lie to fit in, and it gives them a weapon to use to push out anyone they don't like by amping up the values rhetoric. If you want to build a club of terrified pretenders, filter by and focus on values. If you want to get something done and build an environment of trust, focus on shared goals, behaviors, and outcomes, and learn how to disagree and move on where consensus can't be reached.
- umvi 6y ago
  Very insightful comment, reminds me 1984's Two Minutes Hate[0] where Winston is pretending to go along with the wailing and gnashing of teeth in order to not be discovered that he has different values. Your comment should be a top-level comment in some form, IMO. [0] https://en.wikipedia.org/wiki/Two_Minutes_Hate https://en.wikipedia.org/wiki/Two_Minutes_Hate
- leetcrew 6y ago
  > You emphatically don't need to share values with someone to get along with them or work with them or trust them. I guess it depends what "trust" means to you. to me it often means something like "I can expect this person to make the same (or similar) decision I would in situation X, therefore I do not need to watch them as closely". some values can be irrelevant in certain contexts. if I'm a communist and my coworker is an ancap, it probably doesn't affect our ability to work together on a software project. but if I'm very risk averse (in an engineering sense) and my coworker has a "move fast and break things" mindset, I am going to have to pay a lot more attention to their code reviews.
  - nitrogen 6y ago
    I think that's a fair point. In the case of a risk tolerance mismatch, you can work out shared criteria, scoped to the initial disagreement, for how to collaborate. I'd also suggest that one of the reasons we are encouraged to seek diversity is because we benefit from having people around us who wouldn't make the same decisions we would make in every situation. If I am reading between the lines correctly, it sounds like predictability is what you expect shared values to provide. I think a shared vision is more important than shared values in this case. You can still predict that with which you disagree, if you communicate mutual expectations for how to scope disagreement within collaboration.

AZRS 6y ago

Ding Ding Ding. You should win a prize for the only comment here to get it. In the absence of both shared values and goals, trust is harmful.

nitrogen 6y ago

shared values is an important part of trust though That's actually a pretty big mistake society has made. You emphatically don't need to share values with someone to get along with them or work with them or trust them. Focusing on values instead of goals and behaviors creates the environment of mistrust, because you don't know when someone is going to decide you don't share their values strongly enough and try to purge you. It also creates an environment where the people you want least are most willing to lie to fit in, and it gives them a weapon to use to push out anyone they don't like by amping up the values rhetoric. If you want to build a club of terrified pretenders, filter by and focus on values. If you want to get something done and build an environment of trust, focus on shared goals, behaviors, and outcomes, and learn how to disagree and move on where consensus can't be reached.

umvi 6y ago
Very insightful comment, reminds me 1984's Two Minutes Hate[0] where Winston is pretending to go along with the wailing and gnashing of teeth in order to not be discovered that he has different values. Your comment should be a top-level comment in some form, IMO. [0] https://en.wikipedia.org/wiki/Two_Minutes_Hate https://en.wikipedia.org/wiki/Two_Minutes_Hate
leetcrew 6y ago
> You emphatically don't need to share values with someone to get along with them or work with them or trust them. I guess it depends what "trust" means to you. to me it often means something like "I can expect this person to make the same (or similar) decision I would in situation X, therefore I do not need to watch them as closely". some values can be irrelevant in certain contexts. if I'm a communist and my coworker is an ancap, it probably doesn't affect our ability to work together on a software project. but if I'm very risk averse (in an engineering sense) and my coworker has a "move fast and break things" mindset, I am going to have to pay a lot more attention to their code reviews.
- nitrogen 6y ago
  I think that's a fair point. In the case of a risk tolerance mismatch, you can work out shared criteria, scoped to the initial disagreement, for how to collaborate. I'd also suggest that one of the reasons we are encouraged to seek diversity is because we benefit from having people around us who wouldn't make the same decisions we would make in every situation. If I am reading between the lines correctly, it sounds like predictability is what you expect shared values to provide. I think a shared vision is more important than shared values in this case. You can still predict that with which you disagree, if you communicate mutual expectations for how to scope disagreement within collaboration.