Changing The Phantom Culture

Google the words “company culture” and you’ll find nearly ¾ billion results.  Yet ask business leaders to define their company’s culture or to discuss ways their culture was created or changed, and the results are minimal.  Company culture it seems, is a bit of an enigma. 

On the surface, it’s often characterized as a product of the company’s values, beliefs, and behaviors.  But when the stated values, beliefs, and behaviors take a detour from the reality of daily business activities, the culture isn’t living up to the mission of the organization.  And most certainly the employees know it, further destabilizing the potential of that purported culture to ever take hold.  As an added concern, the opportunity for the company culture to positively impact clients, customers, and consumers is lost as well.

So where does the declared culture separate from reality?  The divide occurs through daily interactions, and decisions, through policies and practices.  Look to the following to determine where your culture is truly defined:

1.      Rewards.  Who and what is promoted in your company?  Are the hardest and most competent workers rewarded in kind?  Do employee attitude or workplace relations factor into opportunities and pay raises?  How are requests for paid time off granted?  Also looks at areas of nepotism, loyalty (regardless of competency), and highest sales performance (regardless of attitude).  How each of these is rewarded will also impact your company culture.

2.      Punishment.  Who is terminated and why?  Does poor behavior, insubordination, dishonesty, or other problem behavior get addressed – and punished – in a swift and decisive manner?  Are problem people allowed to move about seemingly untouched?  How many opportunities is staff given to change/improve before consequences set in? 

3.      Communication.  How open are the channels of communication?  Do staff have a voice in discussing things that impact them – like a new computer program or a recent update to how work-load is to be calculated?  Or are they blind-sided or surprised by things that are occurring or changes that are implemented?  Can staff adequately rely on the chain of command for getting information to or from where it needs to be?  Is communication one-way (ie: top-down) or reciprocal? 

4.      Teamwork.  How do people work together?  Are teams thoughtfully created with competent leaders put in charge?  Is blame or finger-pointing a problem?  Are accountability and personal responsibility being reinforced?  Are collaboration and operational reciprocity a reality or are people or divisions siloed and disconnected? 

5.      Conflict Management.  How are tensions or conflicts managed?  Are people encouraged to seek help or left to deal with issues themselves?  Are people in leadership roles trained in basic conflict management?  When help is offered, is it legitimate and multi-tiered or superficial and temporary?  Do managers and leaders receive training in employee relations or conflict management?    

The above questions offer just the start for examining the factors which determine your company's true culture.  We hope they pose a healthy challenge to all companies looking to create or improve their own company culture.

Deciding Who's First

Whether you are married, have children, or single and on your own, when it comes to personal matters, it’s often hard to find the right balance of taking care of your family, yourself, and ‘being there’ for other friends and loved ones. 

Your mental debate may even lead to conflict if others who learn of your choices, don’t approve.  Below are some thoughts/guidelines for managing these issues while improving your relationships with others.

1.      Be True to Yourself – Prior to making a decision, and certainly before communicating that decision to others (who may not approve), think about why that decision makes sense for you.  For example, say you are choosing to get a massage instead of helping your cousin.  What are the reasons for that decision?  Is it because you two have a difficult relationship?  Because he’s never helped you when you needed it?  Because your back is injured and the masseuse can only fit you in when your cousin needs you?  Think about the reasons for making what could be termed a “selfish” choice.  Often times “selfish” choices occur as a result of a damaged relationship, and the desire to avoid or punish the other person.

2.      Be Honest – Keeping your rationale to yourself isn’t helping.  And, it will likely build added resentment from others if it is misunderstood.  In making a choice that others can’t readily appreciate, be prepared to communicate your reasoning with those impacted by it.  (For guidelines on having those conversations see my earlier article).

3.      Know Your Priorities – Sometimes, it isn’t a selfish choice that becomes a challenge.  It’s the reverse.  Perhaps a friend wants to see you (and you them) but it means your child will have to endure a play-date with a child she doesn’t like, or be left with a babysitter you don’t feel great about.  Here your concerns are letting someone down one way or the other.  While your child may forgive you more easily, or be simpler to bribe with a toy or dessert, think about which choice makes you feel better as a person.  Worry less about how your rationale sounds to others, and more about your own conscience and what helps you to sleep well at night.  Let that feeling guide you. 

4.      Don’t Make Excuses – When communicating your choices, don’t turn them into excuses.  Explain yourself directly and with factual points, including any notes about how you might be able to compromise, or make it up to the other person, if that is what you want to do. 

5.      Hold Your Head High – This is just a reminder that if you are true to yourself, honest with others, communicate clearly, and make added efforts when reasonable, you should be able to feel good about yourself, your decisions, and your relationships with others.

State of the...Company

Every January our Commander in Chief presents a State of the Union or Inaugural Address.  Setting your own political ideologies aside, business leaders should take note of the address and the purpose behind it.  This address is a leadership strategy – one that can be implemented within any company, team, or organization.   The Inaugural Address or State of the Union inspires, explains, motivates, and builds enthusiasm for what is both desired and possible. 

Translate that to a business model, and you are offering your staff a glimpse into your views on the recent past and your goals for the coming year.  You are building a sense of unity, a feeling of pride, and a desire to give the best of oneself in those who hear your own address.  Do you acknowledge the hard times?  Yes.  Will you sometimes have to acknowledge that there may be more hard times to come?  Yes.  But you also have this forum to explain what you can/will do to lessen the impact of these hard times and to plant seeds of hope for the positive changes that are on the way.

The “State of the Company” address may be the one time each year you address your staff or team in this manner, so make it count.  Be sure to include:

1.     Gratitude for their commitment to your company, team, or organization.
2.     Recognition for their hard work and effort to reach goals.
3.     Awareness of any difficulties of the past year (or more if this is your first such address).
4.     Appreciation for the success and accomplishments of the past year (or longer).
5.     Goals and/or changes to come in the year ahead.
6.     An acknowledgement of what it will take to reach those goals (of them and you).
7.     A request for their commitment to making those goals or changes happen.
8.     Repeat of Gratitude – this time with a focus on moving forward.

Strong leadership requires communication, inspiration, a vision for the future, and a building of trust – both up the corporate ladder and down.  As you craft and deliver your “State of the Company” keep these ideals in mind.

If we can be of help in addressing these and other leadership challenges, through executive coaching, training, or other services, please contact us.

The Power of Positive Perspective

How do you stay so positive?  Especially when life presents inevitable challenges and “bad” things happen?  Be it workplace issues or personal struggles, we all have the power to choose how we view each situation we encounter.  The problem?  Most of us don’t realize we have that power.  

This is not to say that some of life’s experiences are not more pleasant or more dreadful than others.  Instead, it is to say that the same situation can be viewed in many different ways; and how we choose to view it has a profound and compelling impact on how we feel about that situation and how it affects us.   Some examples:

Say you find yourself stuck in traffic after a meeting runs long.  Instead of bemoaning that you’re now even further off schedule, be thankful that the delay put you 20 minutes behind that potential car wreck, instead of in it.  Perhaps that meeting saved your life.  Instead of frustration, this change in perspective can leave you feeling relieved, grateful or simply at peace with your circumstances.

Or ask yourself how you might feel about having your flight to work with a new client cancelled.  Are you worrying your client may choose to find a local resource?  Or choosing to see this situation as an opportunity to encourage the client to Skype with you?  The latter could make scheduling future work together easier and would be cost-effective for the client – possibly enhancing the opportunity for a longer and deeper collaboration.   

These two examples shed light on two specific ways to manage perspective, by making a shift in thinking.

Focus on the positive aspects/alternatives as in the situation with the cancelled flight, and choosing to see new options and the long-term benefits they present.

Consider the avoidance of a negative incident or experience (as with the traffic).

This adjustment in perspective is a choice you make.  It means stopping your knee-jerk reaction and processing alternative ideas.  And, you’ll find, the more often you make this shift, the easier and more natural it becomes.  

How to Choose Happiness for the Holidays

Around the holidays we are often confronted with the same difficulties we have experienced year after year.  Family pressures, repeat arguments, logistical challenges, etc.  While we can’t always change the cyclical pattern, we do have control over the choices we make within those situations, and therefore have the ability to control our experience of those otherwise complicated and uncomfortable moments.

The holidays are meant to be joyous - for everyone.  If you aren’t finding the holidays bring you that experience, look more closely at the choices you are making that allow them to be less than pleasant.  

1.     Examine Your Situation – Be aware of what creates an unpleasant holiday season for you.  What happens in connection with the holidays that you don’t like?  What situations, conversations, etc. do you expect to encounter that are distressing? 

2.      Make Decisions – With a clear head, and before any plans are firm, decide what you want.  If your spouse and parents don’t get along, consider staying in a hotel to minimize tensions. If splitting time between several relatives is exhausting, decide if they can come to you, join together, or take turns (every other year), to keep things simpler.  If you hate being around family arguments, decide what steps you want to take if an argument erupts.  This step is about making decisions for YOU.  Since doing what you’ve always done, will lead you where you’ve already been, make decisions on how you will make this year different for yourself. 

3.     Take Responsibility – Once you’ve looked at your options and made decisions, take responsibility for those choices, informing others as necessary.  Simply state the facts of your decision without inviting other’s opinions or feeling compelled to explain your own rationale.  If you opted not to make changes, find peace with that decision as well by acknowledging your good reasons for leaving things as they are, and focusing on the positive things you do get out of your situation.   

4.      Focus on the Positive – You could choose to focus on the negative, and leave yourself feeling unenthusiastic or depressed.  Or you could bring your optimistic self and make your experience a pleasant one.  Notice the smiles of a child opening a present, feel the joy of your parent’s delight at being surrounded by the whole family, savor the familiar foods or sights you get to enjoy just at this time of year.  By making a choice to find the positive and the enjoyment, you will reap what you sow.

      Wishing you a very happy holiday season! 

Preschool Wisdom meets the Modern Workplace

Developing teams who work well together and support one another is an on-going challenge – and a frequent topic of my articles. However I recently recognized a way to address that challenge that’s so simple it brings to mind the popular book of nearly 25 years ago, “All I Really Need to Know I Learned in Kindergarten” by Robert Fulghum.

The revelation is based on an activity at my daughter's school which keeps kids connected and engaged, (qualities all employers want of their staff) while bolstering their self-esteem and giving them opportunities to be a leader (qualities that are difficult to both develop and assess). The activity is Share Day, and here’s how it works: Each child has an assigned time when he or she gets to share something with his classmates – by way of show and tell, and they get to ask questions about it. Through this activity the children get to know each other better, learn of their shared interests, and develop a level of interpersonal appreciation and respect for one another.

Apply that lesson to a business setting and the outcomes could be far greater. Share Day would facilitate staff in getting to know one another beyond the scope of their work. It would create an atmosphere of understanding and compassion, which translates into better workplace relations and stronger teamwork. It can help shy and quiet staff to connect with their coworkers, and it creates a platform for developing – and recognizing - natural leaders that others will follow.

There’s more good news. Share Day creates a specified time and place for engaging in personal conversation. This means staff would know when they get to share, and likewise, when not to share. Share Day presents staff with an appropriate place to talk about their recent accomplishment, to brag about their kids, or to share good or bad news that is affecting them. Rather than sending non-work related emails, this would be the forum in which staff could talk about their recent vacation, ask for sponsors for the marathon they'll be running, or to buy cookies for their child's scouting troop.

Here are a few guidelines for implementing Share Day at your company or organization:

1. Incorporate "sharing" into team meetings, either as the warm up, or as a way of closing the meeting.
2. Limit Share Day groups to a maximum of 12 people. If you have more than that, the team should be divided into logical groups based upon who staff work most closely with.
3. Limit each person’s sharing to 5-7 minutes. Lunch and breaks are the time for added sharing if desired.
4. Share Day does not need to be a part of every meeting, but should occur about once a month.
5. Each person should be allowed (and scheduled) to “share” about once a quarter.
6. Strongly encourage all staff to participate when it is their turn. Allowing staff to opt out will likely cause other staff to feel vulnerable or judged by their peers and ultimately undermine your goal of improving teamwork and employee relations.
7. Have a kick-off meeting in which staff help in creating rules for Share Day.

Remember that the immediate goal is to help staff bond. Bonding yields trust, better workplace relations, higher productivity, greater loyalty, lower turnover, etc. If you follow the guidelines above, you are spending less than 20 minutes a month on staff relations, and likely yielding a huge return on that small investment.