What’s it like to work in your culture?Posted on March 20th, 2014
What’s it like to work in your culture? Culture determines the way your people talk, think, dress and behave. It defines your corporate attitude.
You may have the best skills and processes in the world but if the attitude is missing your team will not reach peak performance. Leadership, at its heart, is about leading attitudes. And remember, anyone who is responsible for the performance of others is a leader.
The basic ingredients for winning remain the same attitude, attitude, attitude.
Here are three ideas to help you create your culture.
1. Establish a list of values and beliefs
What do you stand for? What do you believe in? What defines your team? This is where winning begins.
Draw up a list of beliefs that guide you. Culture is defined as a set of values and beliefs – a framework that holds your people together,
This framework defines how your organisation or team operates. Draw this list up with your key people so you get their buy-in. Eg ‘wow’ the customer, set high goals, take responsibility, selling is our universal responsibility, have a sense of fun, accountability, collaboration, initiative.
2. Communicate your core beliefs at every opportunity
People forget! Sounds obvious but once you have your framework of beliefs remind people on a regular basis. Include them in your leadership and management training.
Think of yourselves as a gang with core beliefs. When recruiting invite applicants to ‘join your gang’. A motivational culture is a great tool for attracting talent to your organisation. People want more than pay and perks. They want to brag about what a great organisation they work for.
According to 2,000 person employer Netflix, what makes a workplace great is not amenities, decor and location – it’s stunning colleagues. So true!
3. Reward the doers
That’s a great philosophy from Larry Bossidy, former Honeywell CEO. The purpose of culture is EXECUTION – getting the job done.
Larry taught one of my favourite coaching tips – make a list of all your key people and then put a ‘T’ alongside the talkers and a ‘D’ alongside the doers.
Reward the doers. It’s the doers who help you build your business and execute your strategy. And once everyone understands how you operate, ‘be a doer’ will be the cornerstone of your culture. Job done!
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