"Think of “win-lose” structures in incentives. If you can only win if someone else loses, what are the odds of your developing a working relationship grounded in trust?"
Strong leadership can recognize “win-lose” structures or norms and work to eliminate them. It seems obvious that leadership drives trust, not systems.
Without ...systems ...built to allow for ...individual and group failure, risk will always be a negative organizational value.
DIVERSITY: . . . of people, points of view, ideas, ethics, and beliefs. Diversity is what drives and powers iteration, constant challenge, testing, playing, and randomness. Strong leadership will drive (or diminish) diversity much more profoundly than will the most deeply embedded systems.
RISK: Risk tolerance and the attractiveness of rapid iteration are the hallmarks of innovative organizations. Without operational systems that are built to allow for and to contextualize individual and group failure, risk will always be a negative organizational value.
...Should you be thinking a little more about how you encourage and foster strong leadership, and a little less about your systems of measurement and evaluation.? You might be surprised by where this reflection will take you.