In person events
These can be treated as “culture boosters” – give everyone a jab, an injection of culture when you get together at in person events. You wont regret it!
Hybrid work – a warning
When you have some workers in the office, and others remote you have to, must , double down on communication. When those working remote have less information and knowledge than those inside the four walls of the office then the game is lost. The imbalance that arises will impact everything, from performance to promotions –…
Breaking the rules
If you are willing to break the rules once, you can easily rationalize breaking them again in the future. When it comes to culture, values, and your personal principles: what are your non-negotiables?
Brilliant jerks never deliver more business value than they destroy across the rest of the team. Steve Jobs (was) a brilliant jerk, but as he grew into leadership he changed – he knew the behaviour was detrimental to the companies success. You have to fight against, drive out, and ensure you dont hire brilliant jerks,…
Learn people’s names
This is a critical step for a leader who wants to foster a culture of belonging. The name of someone is the most precious sound to them, learn the names and get them right. And, you will see, that people feel part of the team, have a sense of belonging and thus will do better…
Top down culture programmes
Top down programmes dont work, you have to – HAVE TO – co-create and design cultures with your people. It takes team work to make the dream work.
Culture is ever changing
That means it is your job to sense the changes, the needs, and react to them – adapting and responding, tweaking things as you go. The constant change is needed to keep a healthy culture thriving.
Culture isn’t immutable.
YOU can change it!
A football team that always impresses me. A team thriving in the English Premier League, despite one of the smallest incomes, smallest fan bases and smallest wage budgets. The whole club punches above their weight because of the culture they have. Their manager, Thomas Frank said the club would sooner have a player with 80%…
New Manager Thinking
A great way to generate new ideas and push the boundaries is to apply “new manager thinking”. Imagine you were replaced by someone new tomorrow, what would THEY do – what would they do differently, what would they try, what new things would they introduce. This mentality can open up your boundaries.