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一、背景

Background

1999年，聯(lián)合國出臺了“面向未來的勝任能力”，旨在使“工作人員能夠最大限度地發(fā)揮潛力”。二十多年來，這些勝任能力為本組織提供了界定其組織文化的基礎(chǔ)。“聯(lián)合國價值觀和行為框架”建立在這些勝任能力的堅實基礎(chǔ)之上，并加以變革，以反映本組織下一個十年的目標。該框架考慮到世界不斷變化的本質(zhì)，并重申了我們對所服務的人員的承諾。

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.

“聯(lián)合國價值觀和行為框架”構(gòu)成了一種既具有時代性又有感召力的組織文化的基礎(chǔ)。所含九個要素是近4500名工作人員共同制定過程的結(jié)果，應指導我們?nèi)绾谓㈥P(guān)系，如何履行我們的工作，以及如何在日常工作中體驗本組織。因此，這些要素還將為各種人力資源流程提供依據(jù)，例如員工隊伍規(guī)劃、征聘、學習和業(yè)績管理。

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、踐行我們的價值觀

Living our values

秘書處文化的愿景

A VISION FOR THE CULTURE OF THE SECRETARIAT

作為一個組織，我們的文化代表著我們的特征。這是我們在秘書處中彼此之間、以及與我們的工作和世界之間的關(guān)系，也是與我們交往的人對我們的感受。我們的文化是對我們作為一個集體的界定，而不僅僅是我們每個人的總和。我們的文化是塑造我們一切行為的規(guī)范，從我們?nèi)绾卧谌粘９ぷ髦斜舜舜蚪坏?，到我們?nèi)绾闻c他人合作，實現(xiàn)我們對未來最雄心勃勃的希望。就像許多組織文化一樣，我們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.

這份文件是首次嘗試闡明我們對聯(lián)合國秘書處文化的愿景。這一愿景描述了我們是什么樣的組織，我們想成為什么樣的組織，以及為何我們文化的每一個方面都很重要。這一愿景志存高遠，卻是基于當下的經(jīng)驗。它是根據(jù)近4500名秘書處工作人員和領(lǐng)導的意見共同創(chuàng)建的，他們幫助確定了四種價值觀和五種行為，這些價值觀和行為對他們個人和聯(lián)合國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、我們的文化

Our culture

（一）我們是包容的

我們的文化是一種人人都能全身心投入工作的文化。我們重視并尊重差異和多樣性，積極反對各種偏見和歧視。我們這樣做是因為我們致力于所有人的社會正義，并知道多樣化的投入會帶來更好的結(jié)果。當我們攜手合作時，我們會更好地工作；我們并不只是各自部分的總和。

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）我們以正直的態(tài)度行事

我們在所有行動中都堅持聯(lián)合國的行為標準，因為我們的言行影響到我們彼此之間以及與我們服務對象之間的信譽和信任。這很重要，因為我們需要相互信任，也需要別人信任我們，以便為我們所服務的人和事業(yè)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）我們以謙遜的態(tài)度行事

我們重視彼此的技能、知識和經(jīng)驗，認識到任何人都無法知道所有正確答案。我們認為謙遜不是軟弱的標志，而是自我認知的標志，這讓我們能夠相互支持，并支持我們所服務的人們。

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）我們在所有工作中展現(xiàn)出人性

我們致力于維護所有人的人權(quán)和尊嚴。我們互相關(guān)心，并關(guān)心我們的服務對象。我們的人性使我們充滿勇氣，這是我們的標志，也是我們的特征。

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）我們在所有工作中進行合作

我們投入時間和精力，在彼此之間以及與我們的團隊、利益攸關(guān)方和我們的服務對象建立值得信賴的伙伴關(guān)系。我們作為“一體化聯(lián)合國”協(xié)調(diào)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）我們耐心分析和規(guī)劃我們的工作方法

我們盡可能從廣泛的來源獲取數(shù)據(jù)，確保利用強有力的證據(jù)基礎(chǔ)指導我們的所有工作。我們注重分析和反思，因為基于假定和猜測的行動很少被證明是有效的。

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）我們交付成果，但不只是任何成果

我們交付的成果對我們所服務的人和事業(yè)能產(chǎn)生積極的影響。我們要求自己對交付這樣的成果擔負責任。我們信守諾言，能夠相互依賴。我們希望所服務的人也能夠信賴我們。

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）我們重視學習，不斷尋求自我發(fā)展，并支持他人發(fā)展

我們會犯錯誤，并會從中吸取教訓。我們充滿好奇，也毫無保留地分享我們的見解、技能和經(jīng)驗。我們的持續(xù)學習將有助于我們在未來不會落伍。

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）我們適應和創(chuàng)新

我們歡迎新的想法。我們不怕工作的復雜性和不確定性；而是迎難而上。我們重視人員、技能、教育和經(jīng)驗的差異，因為這些都有助于多樣化思維和更好的解決方案。我們不會故步自封。我們的適應能力和創(chuàng)新能力意味著我們具有韌性，能夠在最復雜和最具挑戰(zhàn)性的環(huán)境中蓬勃發(fā)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、價值觀和行為

Values & Behaviours

該框架包括：

l四種價值觀：包容、正直、謙遜、人性

l五種行為：聯(lián)系和協(xié)作；分析和規(guī)劃；交付有積極影響的成果；學習和發(fā)展；適應和創(chuàng)新

l總體定義

l該框架在實踐中的范例

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

每種行為的范例都是針對以下不同層級列示的：所有工作人員；所有管理人員；高級領(lǐng)導。這些是逐級疊加的范例，這意味著所有工作人員的范例也適用于所有管理人員和高級領(lǐng)導；而所有管理人員的范例也適用于高級領(lǐng)導。

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、價值觀

Values

（一）包容

Inclusion

定義

采取行動創(chuàng)造一種令所有人享有尊嚴和尊重的環(huán)境，不論年齡、文化、殘疾、族裔、社會性別、性別認同、性別表達、地域、級別、語言、國籍、種族認同、宗教、性別、性別特征、性取向、社會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.

該價值觀應如何付諸實踐

l給所有人以尊嚴和尊重

l堅持聯(lián)合國對公平、平等、尊重多樣性、性別平等、反對種族主義和使用多種語言的承諾，為所有人創(chuàng)造有利的工作環(huán)境

l采取行動減少自己對其他個人、群體、文化、語言、組織和方法的偏見、成見和臆斷

l在決策時積極尋求和融入多種視角、思維方式、經(jīng)驗和意見

l負起責任，了解導致排斥的因素，并創(chuàng)造一個每個人都能大有作為的工作環(huán)境

l有效地與他人合作，無論其年齡、文化、殘疾、種族、社會性別、性別認同、性別表達、地域、級別、語言、國籍、種族認同、宗教、性別、性別特征、性取向、社會出身或任何其他方面的身份特征

l表現(xiàn)出對跨文化差異的敏感性，并意識到在其他文化中可能會如何看待有關(guān)行動和行為

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

定義

行事合乎道德操守，展示聯(lián)合國的行為標準，在目睹不專業(yè)或不符合道德操守的行為或任何其他違反聯(lián)合國標準的情況時，迅速采取行動。

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.

該價值觀應如何付諸實踐

l對性剝削和性虐待、騷擾（包括性騷擾）、濫用職權(quán)或任何形式的歧視行為，包括種族主義、性別歧視、殘疾歧視、年齡歧視和同性戀恐懼，確保做到零容忍

l在日?；顒雍托袨橹斜憩F(xiàn)出公正公平、勇于擔責、誠實可信和表里如一

l行事不計個人得失

l不濫用權(quán)力、特權(quán)或權(quán)威，包括基于年齡、文化、殘疾、種族、社會性別、性別認同、性別表達、地域、級別、語言、國籍、種族認同、宗教、性別、性別特征、性取向或社會出身等理由

l在決策時抵制來自政治或其他行為方的不當壓力

l支持符合本組織所服務的人和事業(yè)的利益的決定

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）謙遜

Humility

定義

表現(xiàn)出自我認知和向他人學習的意愿。

DEFINITION

Demonstrate self-awareness and willingness to learn from others.

該價值觀應如何付諸實踐

l重視他人的知識、技能和經(jīng)驗

l征求并考慮他人的反饋、看法、意見和觀點

l讓他人參與解決問題和尋找解決方案，承認會有不止一種可能解決方法

l認識到當?shù)厍闆r的復雜性和當?shù)刂R的價值，將兩者納入決策

l不貪他人之功

l認清自己的長處和短處

l承認自己的錯誤并采取行動加以糾正

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

定義

按照聯(lián)合國的宗旨行事：在一個健康的地球上實現(xiàn)和平、尊嚴和平等。

DEFINITION

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

該價值觀應如何付諸實踐

l確保所有決定和行動都優(yōu)先考慮聯(lián)合國服務對象的需要

l以同理心、同情心和善意對待他人

l為所有人維護國際公認的人權(quán)

l關(guān)注自己和他人的身心健康

l確保方案和項目與聯(lián)合國的戰(zhàn)略目標保持一致

l考慮所有決定和行動對社會和環(huán)境的影響

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、行為

Behaviours

（一）聯(lián)系和協(xié)作

CONNECT & COLLABORATE

定義

與他人建立積極的關(guān)系，推動聯(lián)合國的工作，并按照聯(lián)合國一體化倡議協(xié)調(diào)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.

該行為應如何付諸實踐

WHAT THIS LOOKS LIKE IN PRACTICE

1.所有工作人員

ALL STAFF

l積極傾聽和關(guān)注他人的觀點、專門知識、經(jīng)驗和感受

l尋找與他人協(xié)作的機會，為此最大限度地利用語言和技術(shù)技能表現(xiàn)出認同他人情緒和觀點的能力和意愿

l認識、理解和監(jiān)控自己的感覺和情緒，利用這些信息來指導思考和行動

l尋求機會，在不同團隊、專題支柱和聯(lián)合國系統(tǒng)組織內(nèi)部和彼此之間建立伙伴關(guān)系并開展協(xié)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.所有管理人員

ALL MANAGERS

l創(chuàng)造一個有利的工作環(huán)境，讓每個人都可以開誠布公、暢所欲言，而不必擔心報復

l及時處理任何沖突或歧視性、排擠性或不團結(jié)行為

l讓其他人參與進來，在做出影響他們的決策時納入他們的觀點倡導多樣性和包容性，將其作為建立高效團隊的一種力量

l積極與個人、團隊、利益攸關(guān)方和客戶并在他們之間建立信任、協(xié)作和伙伴關(guān)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.高級領(lǐng)導

SENIOR LEADERS

l采取綜合辦法，與跨組織、部門、政治、性別、代際、文化、社會經(jīng)濟和其他界別的廣泛、多樣的利益攸關(guān)方建立伙伴關(guān)系

l讓其他人參與進來，合力打造共同愿景

l促進包容性進程，共同分析問題、確定目標、實施綜合解決方案

l表現(xiàn)出建設(shè)性地參與困難對話的能力

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）分析和規(guī)劃

ANALYSE & PLAN

定義

從廣泛的來源尋找和使用數(shù)據(jù)，以了解問題、為決策提供信息、提出循證的解決方案并規(guī)劃行動。

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

該行為應如何付諸實踐

WHAT THIS LOOKS LIKE IN PRACTICE

1.所有工作人員

ALL STAFF

l從廣泛而多樣的可信來源收集、分析和評價數(shù)據(jù)，以便確定問題并為循證決策提供信息

l對數(shù)據(jù)進行分類和分析，例如按性別、族裔和年齡進行分類和分析，以加深理解并為決策提供信息

l根據(jù)數(shù)據(jù)規(guī)劃并確定優(yōu)先事項

l表示愿意酌情調(diào)整計劃和優(yōu)先事項，以應對新出現(xiàn)的情況和新信息

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.所有管理人員

ALL MANAGERS

l促進以數(shù)據(jù)為導向、以證據(jù)為基礎(chǔ)的分析和規(guī)劃

l鼓勵工作人員和團隊之間共享信息、數(shù)據(jù)、經(jīng)驗和專門知識

l承認個人和集體偏見對決策的影響，并采取措施將這種影響降至最低

l評估和計劃個人和團隊實現(xiàn)優(yōu)先事項所需的時間和資源，同時考慮風險和意外情況

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.高級領(lǐng)導

SENIOR LEADERS

l與他人一起解讀不完整、矛盾或變化的信息

l鼓勵采取批判性思維和系統(tǒng)方法進行分析和規(guī)劃

l發(fā)現(xiàn)并解讀早期信號、新的和正在出現(xiàn)的趨勢、機遇和風險

l培養(yǎng)政治敏銳性，了解權(quán)力動態(tài)(政治、人口、經(jīng)濟和社會等方面)及其對所提供信息的影響

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）交付有積極影響的成果

DELIVER RESULTS WITH POSITIVE IMPACT

定義

要求自己和他人為交付的成果負責，為聯(lián)合國所服務的人員和事業(yè)帶來積極影響。

DEFINITION

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

該行為應如何付諸實踐

WHAT THIS LOOKS LIKE IN PRACTICE

1.所有工作人員

ALL STAFF

l展示專業(yè)技能和知識，對自己的表現(xiàn)、成果和影響負責

l與內(nèi)部和外部利益攸關(guān)方接觸，以確定和了解他們的需求并提出解決方案

l利用新技術(shù)和語言技能交付成果并最大限度地發(fā)揮影響即使在感覺困難的情況下也要提出自己的想法和觀點在交付成果過程中展示個人對聯(lián)合國行為標準的擔當

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.所有管理人員

ALL MANAGERS

l確保個人和團隊的工作與更廣泛的部/廳/特派團/聯(lián)合國的宗旨和優(yōu)先事項保持一致

l確保所有工作人員在交付成果時展現(xiàn)出聯(lián)合國行為標準

l通過適當授權(quán)、分擔決策權(quán)并鼓勵他人表達自己的想法和意見為他人賦能

l相信別人做得到

l表彰成就并解決業(yè)績不佳的問題

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.高級領(lǐng)導

SENIOR LEADERS

l圍繞交付成果建立和保持勢頭，激勵他人實現(xiàn)并超越目標和預期

l平衡產(chǎn)生短期影響的行動和創(chuàng)造長期系統(tǒng)轉(zhuǎn)型的戰(zhàn)略

l通過促進協(xié)作、持續(xù)反饋和學習以及鼓勵自我反省和問責，為他人賦能，以交付有積極影響的成果

l展示做出艱難決定，進行令人不適的對話，并在必要時承擔經(jīng)過考量的風險的勇氣

l以身作則，在交付成果過程中，展示聯(lián)合國行為標準

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）學習和發(fā)展

LEARN AND DEVELOP

定義

追求自己的學習和發(fā)展，為他人的學習和發(fā)展做出貢獻。

DEFINITION

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

該行為應如何付諸實踐

WHAT THIS LOOKS LIKE IN PRACTICE

1.所有工作人員

ALL STAFF

l表現(xiàn)出好奇心和學習意愿，并將學習應用于實踐

l表現(xiàn)出對語言學習和使用多種語言的承諾

l掌握自己專業(yè)領(lǐng)域的最新思想和實踐

l尋求正式和非正式的個人和職業(yè)學習和發(fā)展機會，包括承擔不同職能和地點的任務

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.所有管理人員

ALL MANAGERS

l通過提供指導和輔導，以及分享和推薦學習機會，支持個人和團隊的發(fā)展

l讓人們能夠放心吐露自己的弱點、短處和發(fā)展需求

l創(chuàng)造一個允許人們失敗并鼓勵他們從經(jīng)驗中學習的環(huán)境

l尋求對自己表現(xiàn)的反饋，并與個人和團隊就他們的表現(xiàn)進行定期、誠實和建設(shè)性的討論

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.高級領(lǐng)導

SENIOR LEADERS

l促進學習機會并為此提供資源，以支持發(fā)展一支靈活、多學科、以價值觀驅(qū)動和多語言的工作人員隊伍

l查明、理解和支持團隊成員的發(fā)展愿望

l鼓勵個人和集體反思并從成功和挑戰(zhàn)中學習

l與聯(lián)合國其他部門以及公共和私營部門伙伴協(xié)作，共同學習并促進最佳做法

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）適應和創(chuàng)新

ADAPT AND INNOVATE

定義

表現(xiàn)出靈活性、敏捷性以及以新穎方式思考和行動的能力。

DEFINITION

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

該行為應如何付諸實踐

WHAT THIS LOOKS LIKE IN PRACTICE

1.所有工作人員

ALL STAFF

l靈活應對新的背景和文化以及不斷變化的環(huán)境、優(yōu)先事項和最后期限

l在面對壓力、不確定和模糊情況時表現(xiàn)出韌性、自我認識和管理自己情緒的能力

l嘗試新方法，展示對積極變革的開放態(tài)度貢獻新想法，歡迎他人提出新想法

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.所有管理人員

ALL MANAGERS

l意識到并挑戰(zhàn)自己和他人習慣性思維和行為方式鼓勵和增強團隊成員的創(chuàng)新思維和創(chuàng)造性思維

l動員他人對不斷變化的優(yōu)先事項做出反應，同時尋求了解和消除對變革的恐懼和抵觸心理

l在存在壓力和不確定性的時刻保持自己和他人的積極性

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.高級領(lǐng)導

SENIOR LEADERS

l以令人信服的方式傳達變革的需要

l通過鼓勵批判性思維、創(chuàng)造性、創(chuàng)新、靈活性和應變能力來打破習慣性做法

l提供方向和支持，培養(yǎng)面對壓力、不確定和模糊情況時的韌性和冷靜

l鼓勵適應、試驗和創(chuàng)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