一、背景

Background

1999年，联合国出台了“面向未来的胜任能力”，旨在使“工作人员能够最大限度地发挥潜力”。二十多年来，这些胜任能力为本组织提供了界定其组织文化的基础。“联合国价值观和行为框架”建立在这些胜任能力的坚实基础之上，并加以变革，以反映本组织下一个十年的目标。该框架考虑到世界不断变化的本质，并重申了我们对所服务的人员的承诺。

In 1999, the UN ‘Competencies for the Future’ were launched with a view of enabling “staff to contribute to their maximum potential”. For twenty years, these competencies have provided the Organization with the base on which to define its organizational culture. The ‘UN Values and Behaviours Framework’ builds on their strength and transforms them to better reflect the goals of the organization for the next decade. It takes into account the constant changing nature of the world and renews our commitment to the people we serve.

“联合国价值观和行为框架”构成了一种既具有时代性又有感召力的组织文化的基础。所含九个要素是近4500名工作人员共同制定过程的结果，应指导我们如何建立关系，如何履行我们的工作，以及如何在日常工作中体验本组织。因此，这些要素还将为各种人力资源流程提供依据，例如员工队伍规划、征聘、学习和业绩管理。

The ‘UN Values and Behaviours Framework’ forms the basis of an organizational culture that is both current and aspirational. Its nine elements, the result of a co-creation process involving nearly 4500 staff, should guide how we build relationships, how we perform our jobs, and how we experience the organization on a daily basis. As such, they will also inform human resources processes, such as workforce planning, recruitment, learning and performance management.

二、践行我们的价值观

Living our values

       秘书处文化的愿景

       A VISION FOR THE CULTURE OF THE SECRETARIAT

作为一个组织，我们的文化代表着我们的特征。这是我们在秘书处中彼此之间、以及与我们的工作和世界之间的关系，也是与我们交往的人对我们的感受。我们的文化是对我们作为一个集体的界定，而不仅仅是我们每个人的总和。我们的文化是塑造我们一切行为的规范，从我们如何在日常工作中彼此打交道，到我们如何与他人合作，实现我们对未来最雄心勃勃的希望。就像许多组织文化一样，我们的文化往往是不言而喻的。

Our culture as an organization is what characterises us. It’s how we in the Secretariat relate to each other, our work and the world, and it’s how those with whom we interact experience us. It defines who we are together, and it is more than the sum of each of us. It’s the norms that shape everything we do, from how we engage with each other day-to-day to how we partner with others to deliver on our most ambitious hopes for the future. Like many organisational cultures, it often goes unspoken.

这份文件是首次尝试阐明我们对联合国秘书处文化的愿景。这一愿景描述了我们是什么样的组织，我们想成为什么样的组织，以及为何我们文化的每一个方面都很重要。这一愿景志存高远，却是基于当下的经验。它是根据近4500名秘书处工作人员和领导的意见共同创建的，他们帮助确定了四种价值观和五种行为，这些价值观和行为对他们个人和联合国今后的工作都很重要。

This document is the first attempt to articulate our vision for the culture of the UN Secretariat. This vision describes who we are, who we want to be, and why each aspect of our culture matters. It is aspirational, but rooted in present-day experience. It has been co-created from the inputs of nearly 4500 Secretariat staff and leaders who helped identify four values and five behaviours that are important to them personally and to the work of the United Nations in the future.

三、我们的文化

Our culture

（一）我们是包容的

我们的文化是一种人人都能全身心投入工作的文化。我们重视并尊重差异和多样性，积极反对各种偏见和歧视。我们这样做是因为我们致力于所有人的社会正义，并知道多样化的投入会带来更好的结果。当我们携手合作时，我们会更好地工作；我们并不只是各自部分的总和。

We are inclusive.

Our culture is one in which everyone can bring their whole selves to work. We value and respect differences and diversity, and we actively oppose bias and discrimination of all types. We do this because we are committed to social justice for all and know that diverse inputs make for better outcomes. We work better when we work together; we are more than the sum of our parts.

（二）我们以正直的态度行事

我们在所有行动中都坚持联合国的行为标准，因为我们的言行影响到我们彼此之间以及与我们服务对象之间的信誉和信任。这很重要，因为我们需要相互信任，也需要别人信任我们，以便为我们所服务的人和事业交付成果。

We act with integrity.

We uphold the standards of conduct of the United Nations in all we do because what we say and how we act affects our credibility and trust with each other and with those whom we serve. This matters because we need to trust each other, and we need others to trust us to deliver for the people and causes that we serve.

（三）我们以谦逊的态度行事

我们重视彼此的技能、知识和经验，认识到任何人都无法知道所有正确答案。我们认为谦逊不是软弱的标志，而是自我认知的标志，这让我们能够相互支持，并支持我们所服务的人们。

We act with humility.

We value each others’ skills, knowledge, and experience, recognising that no one individual has all the right answers. We see humility not as a sign of weakness but of self-awareness, which allows us to support each other and the people we serve.

（四）我们在所有工作中展现出人性

我们致力于维护所有人的人权和尊严。我们互相关心，并关心我们的服务对象。我们的人性使我们充满勇气，这是我们的标志，也是我们的特征。

We demonstrate humanity in everything we do.

We are committed to upholding human rights and dignity for all. We care for each other and for those we serve. Our humanity makes us courageous, and it is what defines and distinguishes us.

（五）我们在所有工作中进行合作

我们投入时间和精力，在彼此之间以及与我们的团队、利益攸关方和我们的服务对象建立值得信赖的伙伴关系。我们作为“一体化联合国”协调工作。

We collaborate in all we do.

We invest time and effort in building trusted partnerships with each other and our teams, stakeholders, and those we serve. We work as One UN.

（六）我们耐心分析和规划我们的工作方法

我们尽可能从广泛的来源获取数据，确保利用强有力的证据基础指导我们的所有工作。我们注重分析和反思，因为基于假定和猜测的行动很少被证明是有效的。

We take time to analyse and plan our approach.

We draw on data from a wide range of sources whenever we can to ensure all our work is informed by a robust evidence base. We are analytical and reflective because the alternative - basing action on assumptions and guess-work - rarely proves effective.

（七）我们交付成果，但不只是任何成果

我们交付的成果对我们所服务的人和事业能产生积极的影响。我们要求自己对交付这样的成果担负责任。我们信守诺言，能够相互依赖。我们希望所服务的人也能够信赖我们。

We deliver results, but not just any results.

We deliver results that make a positive difference to the people and causes that we serve. We hold ourselves accountable for doing so. We are true to our word, and able to rely on each other. We want the people we serve to be able to rely on us too.

（八）我们重视学习，不断寻求自我发展，并支持他人发展

我们会犯错误，并会从中吸取教训。我们充满好奇，也毫无保留地分享我们的见解、技能和经验。我们的持续学习将有助于我们在未来不会落伍。

We value learning and continuously seek to develop ourselves and support the development of others.

We make mistakes, and we learn from them. We are curious and generous in sharing our insights, skills and experiences. Our continuous learning is what will help keep us relevant for the future.

（九）我们适应和创新

我们欢迎新的想法。我们不怕工作的复杂性和不确定性；而是迎难而上。我们重视人员、技能、教育和经验的差异，因为这些都有助于多样化思维和更好的解决方案。我们不会故步自封。我们的适应能力和创新能力意味着我们具有韧性，能够在最复杂和最具挑战性的环境中蓬勃发展。

We adapt and innovate.

We welcome new ideas. We don’t fear the complexity and uncertainty of our work; we embrace it. We value differences in people, skills, education and experience because these all contribute to diverse thinking and better solutions. We don’t stand still. Our adaptability and capacity to innovate mean we are resilient, able to thrive in the most complex and challenging circumstances.

四、价值观和行为

Values & Behaviours  

该框架包括：

l四种价值观：包容、正直、谦逊、人性

l五种行为：联系和协作；分析和规划；交付有积极影响的成果；学习和发展；适应和创新

l总体定义

l该框架在实践中的范例

The framework comprises:

lFour values: Inclusion, Integrity, Humility and Humanity

lFive behaviours:Connect and Collaborate; Analyse and Plan;Deliver Results with Positive Impact, Learn and Develop, and Adapt and Innovate

lOverall definitions

lExamples of what it looks like in practice

每种行为的范例都是针对以下不同层级列示的：所有工作人员；所有管理人员；高级领导。这些是逐级叠加的范例，这意味着所有工作人员的范例也适用于所有管理人员和高级领导；而所有管理人员的范例也适用于高级领导。

Each behaviour also has examples of how it looks like in practice, but is presented at different levels: all staff, all managers and senior leaders. These are cumulative examples, meaning that the examples under all staff are also relevant for all managers and senior leaders; and those under all managers also apply to senior leaders.

五、价值观

Values

（一）包容   

  Inclusion   

定义

采取行动创造一种令所有人享有尊严和尊重的环境，不论年龄、文化、残疾、族裔、社会性别、性别认同、性别表达、地域、级别、语言、国籍、种族认同、宗教、性别、性别特征、性取向、社会出身或任何其他方面的身份特征。

DEFINITION

Take action to create an environment of dignity and respect for all, regardless of age, culture, disability, ethnicity, gender, gender identity, gender expression, geography, grade, language, nationality, racial identity, religion, sex, sex characteristics, sexual orientation, social origin or any other aspect of identity.

该价值观应如何付诸实践

l给所有人以尊严和尊重

l坚持联合国对公平、平等、尊重多样性、性别平等、反对种族主义和使用 多种语言 的承诺，为所有人创造有利的工作环境

l采取行动减少自己对其他个人、群体、文化、语言、组织和方法的偏见、成见和臆断

l在决策时积极寻求和融入多种视角、思维方式、经验和意见

l负起责任，了解导致排斥的因素，并创造一个每个人都能大有作为的工作环境

l有效地与他人合作，无论其年龄、文化、残疾、种族、社会性别、性别认同、性别表达、地域、级别、语言、国籍、种族认同、宗教、性别、性别特征、性取向、社会出身或任何其他方面的身份特征

l表现出对跨文化差异的敏感性，并意识到在其他文化中可能会如何看待有关行动和行为

WHAT THIS LOOKS LIKE IN PRACTICE

lTreat all people with dignity and respect

lUphold the commitments of the United Nations to fairness, equality, respect for diversity, gender equity, anti-racism and multilingualism in creating an enabling working environment for all

lTake action to mitigate own biases, stereotypes and assumptions about other individuals, groups, cultures, languages, organizations and approaches

lActively seek and incorporate a diversity of perspectives, ways of thinking, experiences and opinions in decision-making

lTake responsibility for understanding the factors contributing to exclusion and for creating a work environment in which everyone can thrive

lWork effectively with people regardless of age, culture, disability, ethnicity, gender, gender identity, gender expression, geography, grade, language, nationality, racial identity, religion, sex, sex characteristics, sexual orientation, social origin or any other aspect of identity

lDemonstrate sensitivity to cross-cultural differences and awareness of how actions and behaviour may be perceived in other cultures

（二）正直   

  Integrity  

定义

行事合乎道德操守，展示联合国的行为标准，在目睹不专业或不符合道德操守的行为或任何其他违反联合国标准的情况时，迅速采取行动。

DEFINITION

Act ethically, demonstrating the standards of conduct of the United Nations and taking prompt action in case of witnessing unprofessional or unethical behaviour, or any other breach of UN standards.

该价值观应如何付诸实践

l对性剥削和性虐待、骚扰（包括性骚扰）、滥用职权或任何形式的歧视行为，包括种族主义、性别歧视、残疾歧视、年龄歧视和同性恋恐惧，确保做到零容忍

l在日常活动和行为中表现出公正公平、勇于担责、诚实可信和表里如一

l行事不计个人得失

l不滥用权力、特权或权威，包括基于年龄、文化、残疾、种族、社会性别、性别认同、性别表达、地域、级别、语言、国籍、种族认同、宗教、性别、性别特征、性取向或社会出身等理由

l在决策时抵制来自政治或其他行为方的不当压力

l支持符合本组织所服务的人和事业的利益的决定

WHAT THIS LOOKS LIKE IN PRACTICE

lEnsure zero tolerance for sexual exploitation and abuse, harassment, including sexual harassment, and abuse of authority, or any kind of discriminatory behaviour, including racism, sexism, disablism, ageism, homophobia.

lDemonstrate impartiality, fairness, accountability, honesty and truthfulness, in daily activities and behaviour

lAct without consideration of personal gain

lDo not abuse power, privilege or authority, including on the basis of age, culture, disability, ethnicity, gender, gender identity, gender expression, geography, grade, language, nationality, racial identity, religion, sex, sex characteristics, sexual orientation, or social origin.

lResist undue pressure in decision-making from political or other actors

lStand by decisions that are in the interests of the people and causes that the Organization serves

（三）谦逊   

  Humility

定义

表现出自我认知和向他人学习的意愿。

DEFINITION

Demonstrate self-awareness and willingness to learn from others.

该价值观应如何付诸实践

l重视他人的知识、技能和经验

l征求并考虑他人的反馈、看法、意见和观点

l让他人参与解决问题和寻找解决方案，承认会有不止一种可能解决方法

l认识到当地情况的复杂性和当地知识的价值，将两者纳入决策

l不贪他人之功

l认清自己的长处和短处

l承认自己的错误并采取行动加以纠正

WHAT THIS LOOKS LIKE IN PRACTICE

lValue the knowledge, skills and experience of others

lAsk for and take into account others’ feedback, views, opinions and perspectives

lEngage others in addressing problems and finding solutions, accepting that there is likely to be more than one possible approach

lRecognize the complexity of local contexts and the value of local knowledge, incorporating both into decision-making

lGive credit to others where credit is due

lRecognize own strengths and weaknesses

lAcknowledge own mistakes and take action to address them

（四）人性

  Humanity  

定义

按照联合国的宗旨行事：在一个健康的地球上实现和平、尊严和平等。

DEFINITION

Act according to the purposes of the United Nations: peace, dignity and equality on a healthy planet.

该价值观应如何付诸实践

l确保所有决定和行动都优先考虑联合国服务对象的需要

l以同理心、同情心和善意对待他人

l为所有人维护国际公认的人权

l关注自己和他人的身心健康

l确保方案和项目与联合国的战略目标保持一致

l考虑所有决定和行动对社会和环境的影响

WHAT THIS LOOKS LIKE IN PRACTICE

lEnsure that all decisions and actions prioritize the needs of those whom the United Nations serves

lAct with empathy, compassion and kindness towards others

lUphold internationally recognized human rights for all

lPay attention to the mental health and physical well-being of oneself and others

lEnsure alignment of programmes and projects with the strategic goals of the United Nations

lConsider the social and environmental impact of all decisions and actions

六、行为

Behaviours

（一）联系和协作  

CONNECT & COLLABORATE

定义

与他人建立积极的关系，推动联合国的工作，并按照联合国一体化倡议协调一致地工作。

DEFINITION

Build positive relationships with others to advance the work of the United Nations and work coherently as One UN.

该行为应如何付诸实践

WHAT THIS LOOKS LIKE IN PRACTICE

1.所有工作人员

ALL STAFF

l积极倾听和关注他人的观点、专门知识、经验和感受

l寻找与他人协作的机会，为此最大限度地利用语言和技术技能表现出认同他人情绪和观点的能力和意愿

l认识、理解和监控自己的感觉和情绪，利用这些信息来指导思 考和行动

l寻求机会，在不同团队、专题支柱和联合国系统组织内部和彼 此之间建立伙伴关系并开展协作

lActively listen to and take an interest in the views, expertise, experiences and feelings of others

lSeek out opportunities for collaboration with others, using language and technology skills to the fullest

lDemonstrate ability and willingness to identify with emotions and perspectives of others

lRecognize, understand and monitor own feelings and emotions, using that information to guide thinking and actions

lSeek opportunities for partnerships and collaboration within and across different teams, thematic pillars and UN System organizations

2.所有管理人员

ALL MANAGERS

l创造一个有利的工作环境，让每个人都可以开诚布公、畅所欲 言，而不必担心报复

l及时处理任何冲突或歧视性、排挤性或不团结行为

l让其他人参与进来，在做出影响他们的决策时纳入他们的观点倡导多样性和包容性，将其作为建立高效团队的一种力量

l积极与个人、团队、利益攸关方和客户并在他们之间建立信任、协作和伙伴关系

lCreate an enabling working environment in which everyone may speak openly, honestly and without fear of retribution

lPromptly address any conflict or discriminatory, exclusionary or divisive behaviour

lInvolve others, incorporating their perspectives when making decisions that affect them

lAdvocate for diversity and inclusion as a strength in building effective teams

lActively build trust, collaboration and partnership with and between individuals, teams, stakeholders and clients

3.高级领导

SENIOR LEADERS

l采取综合办法，与跨组织、部门、政治、性别、代际、文化、社会经济和其他界别的广泛、多样的利益攸关方建立伙伴关系

l让其他人参与进来，合力打造共同愿景

l促进包容性进程，共同分析问题、确定目标、实施综合解决方案

l表现出建设性地参与困难对话的能力

lTake an   integrated   approach,   building   partnerships with a broad and diverse range of stakeholders across organizational, sectoral, political, gender, generational, cultural, socioeconomic and other boundaries

lEngage others as co-creators of a common vision

lFacilitate inclusive processes to jointly analyse problems, establish goals and implement integrated solutions

lDemonstrate ability to engage constructively in difficult conversations

（二）分析和规划  

ANALYSE & PLAN

定义

从广泛的来源寻找和使用数据，以了解问题、为决策提供信息、提出循证的解决方案并规划行动。

DEFINITION

Seek out and use data from a wide range of sources to understand problems, inform decision-making, propose evidence-based solutions and plan action

该行为应如何付诸实践

 WHAT THIS LOOKS LIKE IN PRACTICE

1.所有工作人员

       ALL STAFF

l从广泛而多样的可信来源收集、分析和评价数据，以便确定问题并为循证决策提供信息

l对数据进行分类和分析，例如按性别、族裔和年龄进行分类和分析，以加深理解并为决策提供信息

l根据数据规划并确定优先事项

l表示愿意酌情调整计划和优先事项，以应对新出现的情况和新信息

lGather, analyse and evaluate data from a wide and diverse range of credible sources in order to define the problem and inform evidence-based decision-making

lDisaggregate and analyse data, for instance by gender, ethnicity and age, to deepen understanding and inform decision-making

lPlan and prioritize on the basis of data

lShow willingness to adapt plans and priorities as necessary in response to emerging situations and new information

2.所有管理人员

       ALL MANAGERS

l促进以数据为导向、以证据为基础的分析和规划

l鼓励工作人员和团队之间共享信息、数据、经验和专门知识

l承认个人和集体偏见对决策的影响，并采取措施将这种影响降至最低

l评估和计划个人和团队实现优先事项所需的时间和资源，同时考虑风险和意外情况

lFacilitate data-driven, evidence-based analysis and planning

lEncourage sharing of information, data, experience and expertise between staff and across teams

lAcknowledge and take steps to minimize the impact of individual and collective bias on decision-making

lAssess and plan for the time and resources needed for individuals and teams to deliver on priorities, taking into account risks and contingencies

3.高级领导

       SENIOR LEADERS

l与他人一起解读不完整、矛盾或变化的信息

l鼓励采取批判性思维和系统方法进行分析和规划

l发现并解读早期信号、新的和正在出现的趋势、机遇和风险

l培养政治敏锐性，了解权力动态(政治、人口、经济和社会等方面)及其对所提供信息的影响

lWork with others to interpret incomplete, contradictory or changing information

lEncourage critical thinking and a systems approach to analysis and planning

lDetect and interpret early signals, new and emerging trends, opportunities and risks

lDevelop political acumen, understanding power dynamics (political, demographic, economic and social) and their impact on the information made available

（三）交付有积极影响的成果

DELIVER RESULTS WITH POSITIVE IMPACT  

定义

要求自己和他人为交付的成果负责，为联合国所服务的人员和事业带来积极影响。

DEFINITION

Hold oneself and others accountable for delivering results and making a positive difference to the people and causes that the United Nations serves

该行为应如何付诸实践

 WHAT THIS LOOKS LIKE IN PRACTICE

1.所有工作人员

       ALL STAFF

l展示专业技能和知识，对自己的表现、成果和影响负责

l与内部和外部利益攸关方接触，以确定和了解他们的需求并提 出解决方案

l利用新技术和语言技能交付成果并最大限度地发挥影响即使在感觉困难的情况下也要提出自己的想法和观点 在交付成果过程中展示个人对联合国行为标准的担当

lDemonstrate professional skills and knowledge, taking personal responsibility for own performance, results and impact

lEngage with internal and external stakeholders to identify and understand their needs and propose solutions

lTake advantage of new technologies and language skills to deliver results and maximize impact

lContribute own ideas and opinions even when it feels difficult to do so

lHold oneself accountable for demonstrating the UN standards of conduct in delivering results

2.所有管理人员

       ALL MANAGERS

l确保个人和团队的工作与更广泛的部/厅/特派团/联合国的宗旨和优先事项保持一致

l确保所有工作人员在交付成果时展现出联合国行为标准

l通过适当授权、分担决策权并鼓励他人表达自己的想法和意见 为他人赋能

l相信别人做得到

l表彰成就并解决业绩不佳的问题

lEnsure that the work of individuals and teams is aligned with the purpose and priorities of the wider department/office/ mission/Organization

lEnsure all team members demonstrate the UN standards of conduct in delivering results

lEmpower others by delegating appropriately, sharing decision-making and encouraging them to voice their ideas and opinions

lTrust others to deliver

lRecognize achievements and address underperformance

3.高级领导

       SENIOR LEADERS

l围绕交付成果建立和保持势头，激励他人实现并超越目标和预期

l平衡产生短期影响的行动和创造长期系统转型的战略

l通过促进协作、持续反馈和学习以及鼓励自我反省和问责，为他人赋能，以交付有积极影响的成果

l展示做出艰难决定，进行令人不适的对话，并在必要时承担经过考量的风险的勇气

l以身作则，在交付成果过程中，展示联合国行为标准

lBuild and sustain momentum around delivering results, inspiring others to achieve and exceed goals and expectations

lBalance actions that deliver short-term impact with strategies that create longer-term systemic transformation

lEmpower others to deliver results that have a positive impact by facilitating collaboration, continuous feedback and learning, and encouraging self-reflection and accountability

lDemonstrate the courage to make difficult decisions, have uncomfortable conversations and take calculated risks as necessary

lLead by example in demonstrating the UN standards of conduct in delivering results.

（四）学习和发展

LEARN AND DEVELOP

定义

追求自己的学习和发展，为他人的学习和发展做出贡献。

DEFINITION

Pursue own learning and development and contribute to the learning and development of others

该行为应如何付诸实践

 WHAT THIS LOOKS LIKE IN PRACTICE

1.所有工作人员

       ALL STAFF

l表现出好奇心和学习意愿，并将学习应用于实践

l表现出对语言学习和使用多种语言的承诺

l掌握自己专业领域的最新思想和实践

l寻求正式和非正式的个人和职业学习和发展机会，包括承担不 同职能和地点的任务

lDemonstrate curiosity and willingness to learn and to apply learning in practice

lDemonstrate a commitment to language learning and multilingualism

lKeep up –to date with latest thinking and practice in own professional area

lSeek out formal and informal opportunities to learn and develop, both personally and professionally, including by taking on assignments across different functions and locations

2.所有管理人员

       ALL MANAGERS

l通过提供指导和辅导，以及分享和推荐学习机会，支持个人和 团队的发展

l让人们能够放心吐露自己的弱点、短处和发展需求

l创造一个允许人们失败并鼓励他们从经验中学习的环境

l寻求对自己表现的反馈，并与个人和团队就他们的表现进行定 期、诚实和建设性的讨论

lSupport individual and team development through the provision of mentoring and coaching, and by sharing and suggesting learning opportunities

lMake it safe for people to be open about their vulnerabilities, weaknesses and development needs

lCreate an environment in which people are allowed to fail and encouraged to learn from the experience

lSeek feedback on own performance, and have regular, honest and constructive discussions with individuals and teams about their performance

3.高级领导

       SENIOR LEADERS

l促进学习机会并为此提供资源，以支持发展一支灵活、多学科、以价值观驱动和多语言的工作人员队伍

l查明、理解和支持团队成员的发展愿望

l鼓励个人和集体反思并从成功和挑战中学习

l与联合国其他部门以及公共和私营部门伙伴协作，共同学习并促进最佳做法

lPromote and provide resources for learning opportunities that support the development of an agile, multidisciplinary, values-driven and multilingual workforce

lIdentify, understand and support the development aspirations of team members

lEncourage individual and collective reflection and learning from both successes and challenges

lCollaborate with other United Nations entities and public and private sector partners, sharing learning and contributing to best practice

（五）适应和创新  

ADAPT AND INNOVATE

定义

表现出灵活性、敏捷性以及以新颖方式思考和行动的能力。

DEFINITION

Demonstrate flexibility, agility and the ability to think and act in novel ways

该行为应如何付诸实践

 WHAT THIS LOOKS LIKE IN PRACTICE

1.所有工作人员

       ALL STAFF

l灵活应对新的背景和文化以及不断变化的环境、优先事项和最后期限

l在面对压力、不确定和模糊情况时表现出韧性、自我认识和管理自己情绪的能力

l尝试新方法，展示对积极变革的开放态度贡献新想法，欢迎他人提出新想法

lRespond flexibly to new contexts and cultures and changing circumstances, priorities and deadlines

lDemonstrate resilience, self-awareness and ability to manage own emotions in the face of stress, uncertainty and ambiguity

lExperiment with new approaches and demonstrate openness to positive change

lContribute new ideas and welcome new ideas from others

2.所有管理人员

       ALL MANAGERS

l意识到并挑战自己和他人习惯性思维和行为方式鼓励和增强团队成员的创新思维和创造性思维

l动员他人对不断变化的优先事项做出反应，同时寻求了解和消 除对变革的恐惧和抵触心理

l在存在压力和不确定性的时刻保持自己和他人的积极性

lBe aware of and challenge own and others’ habitual ways of thinking and behaving

lEncourage and empower team members to think innovatively and creatively

lMobilize others to respond to changing priorities while seeking to understand and address fear and resistance to change

lKeep oneself and others motivated during times of stress and uncertainty

3.高级领导

       SENIOR LEADERS

l以令人信服的方式传达变革的需要

l通过鼓励批判性思维、创造性、创新、灵活性和应变能力来打破习惯性做法

l提供方向和支持，培养面对压力、不确定和模糊情况时的韧性和冷静

l鼓励适应、试验和创新

lCommunicate the need for change in compelling ways

lDisrupt habitual approaches by encouraging critical thinking, creativity, innovation, flexibility and responsiveness

lProvide direction and support, and foster resilience and calm in contexts of stress, uncertainty and ambiguity

lEncourage adaptation, experimentation and innovation