I think the fish is rotting off the head.
I believe profit is hoarding.
I believe that people enter and leave a company because they don’t feel valued and seen as unique people.
I think cultural change has to start at the top.
Spend time in any workplace, as I do as a corporate culture architect, and you’ll start to see some patterns. Patterns like hidden codes, unspoken ground rules and cultural resistance. These patterns, while they may seem isolated, create a cultural legacy that over time can bring about the demise of departments and entire organizations. Ignore them and perish!
I get it. As a leader, manager, supervisor, or HR specialist, it’s your job to create a high-performance culture that’s also a great place to work.
You’ve all done employee engagement surveys, held toolbox talks, sent people to trainings and retreats, hired trainers, deployed team software, and given out bonuses and rewards, but your culture is still not that hot. What about it?
What if I told you that the hidden codes, unspoken ground rules, and cultural delays, if left unaddressed, would destroy your chances of ever building a rock star culture? It’s true. That dish racks like politics and insidiousness, drama addiction, staff turnover and lack of procedures all have the same source – and I hate to tell you it. It’s probably you!
You see, you can’t really change your workplace culture and build a high-performing team until you change the focus from enriching the owner and the company to enriching the lives of your employees.
If this is not your current course of action, I can guarantee that your people will pay a very personal price, either now or later. your detachment, presenteeism, late for work, late for meetings, lack of responsibility Behavior is psychosomatic. There is a bigger problem here.
To change your culture, and change it forever, as a CEO, owner, manager, or leader, you must be willing to be vulnerable, have open and honest conversations, and receive outside help.
Ultimately you have to #startwithU.
With your open-mindedness, generous heart, and the help of others, you can make people management a driver of growth instead of an obstacle.
In my experience and in all the culture change, brand enhancement and leadership development programs I have seen that without full approval from above (and I mean all the players and yes that means you as a CEO too) all attempts at change will be hampered, held back and frustrated. The culture and tone are set at the top and then embraced or rejected by individuals within the organization.
Leadership isn’t about managing widgets and reading the balance sheet, it’s about personal growth, your growth. Great leadership and empowerment begins with your open mind and heart. First you must discover and use your unique power and then you must also discover the unique power of your people.
What is the take away?
Take a look at your culture – do your fish heads stink? Do you suffer from too many M&Ms (managers and meetings)? Do you treat people as human resources and not just as people?
What are your experiences with cultures, the good, bad and ugly? Have you seen culture change programs try and fail? If yes, what contributed to the failure? I’d love to know – share your thoughts in the comments below.